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Employee turnover is an essential organizational phenomenon with significant implications for corporations, individuals, and society. Reducing unwanted turnover is the goal of every organization. High employee turnover in industrial organizations continues to be a concern for various organizations. It is because organizations spend significant resources to train and invest in their people. The loss of a talented and experienced workforce results in a lack of competent personnel to manage the organization at various levels. Moreover, it will require a new investment in human resources to close the competency gaps. Thus, reducing personnel turnover in the industrial sector is one of the most significant management problems.
For a comprehensive study of reducing employee turnover in the industrial sector, it is necessary to adopt the most appropriate methods for collecting and analyzing data. One of the methods for collecting data will be a questionnaire, with two types of questionnaires drawn up: for employees and employers in the industrial sector. Thus, each of the categories will answer questions regarding their competence and area of work. For the study, a sample of 20% of the total number of workers from each category will be selected. Statistical analysis will be carried out based on the collected data. Descriptive statistics and inferential statistics will be used. Guffey and Loewy (2019) state that descriptive statistics are used the most and form the basis for further research. Chi-Square Analysis will be used to test the significance of the relationship in the formulated hypotheses. The choice of such an indicator as Chi-Square is due to the relative ease of its calculation. It can also be used to study the difference between variables. Answers will be grouped for each area of work. A combination of techniques such as graphs, tables, and pie-charts will demonstrate the distribution of responses within each group visually.
One of the most effective ways to reduce industrial turnover is through employee retention policies. Moon et al. (2018) affirm that policies that improve worker retention make production more reliable. For example, offering employees a comprehensive package of benefits, including attractive health insurance, disability insurance, and early discomfort services, can reduce employee turnover. Research presented by Moon et al. (2018) shows that employees place greater emphasis on benefits than in previous years. Furthermore, this article examines the relationship between the supply and demand of a firm and employee turnover. Moon et al. (2018), which comprehensively investigated the problem of staff turnover, including in the industrial sphere, contribute to the study of this problem.
Particular attention should be paid to the research conducted by Fond Technologies and devoted to the problem of reducing turnover in the manufacturing workforce. It includes an introduction, reasons for leaving employees, four ways to fight turnover in manufacturing companies, and how retention relates to company performance. How to Reduce Turnover in Your Manufacturing Workforce (n.d.) notes that such factors as maintaining a safe work environment, the practice of regular recognition, building peer-to-peer relationships, and supporting career growth are crucial to reducing employee turnover. Thus, this study brings clarity to the study of reducing employee turnover in the industrial sector.
An equally significant source is the article by Skelton et al. (2019), dedicated to predicting intentions regarding employee turnover in manufacturing. This source provides an analysis of how to work satisfaction and job attachment can indicate an employee’s intention regarding employee turnover. According to Skelton et al. (2019), there is an essential correlation between job satisfaction, job involvement, and the intent to change staff. Therefore, this research includes data that demonstrates the significance of job satisfaction and job attachment for workers’ retention in the industry.
Thus, high staff turnover contributes to a decrease in the efficiency of an industrial enterprise. In this regard, understanding the factors that contribute to increased employee turnover, as well as studying methods to reduce employee turnover in the industrial sector, remains vital for leaders of organizations from both a corporate and a public point of view. The above authors comprehensively investigate this issue, and each of them makes a significant contribution to the study of the problems of staff turnover, including in the industrial sphere.
References
Guffey, M.E & Loewy, D. (2019). Essentials of business communication (11 th ed.). Cengage Learning
How to Reduce Turnover in Your Manufacturing Workforce (n.d.). Fond Technologies. Web.
Moon, K. et al. (2018). Manufacturing productivity with worker turnover, SSRN Electronic Journal. Web.
Skelton, A., Nattress, D. & Dwyer, R. (2019). Predicting manufacturing employee turnover intentions, Journal of Economics Finance and Administrative Science, 25(49), pp. 1-17.
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