Employee turnover management: A

study on MAF shoes Ltd.

Report submitted in fulfilment of the requirements for the degree of Masters
of Business Administration with a major in HRM

Prepared By
Shibgat Ullah Al-Mahmud
Matric No: R161057R
Program: MBA (Human Resources Management)
Department of Business Administration
Faculty of Business Administration

Supervisor
Mr. Abdullah Mohammad Ahshanul Mamun
Assistant Professor, DBA
International Islamic University Chittagong

Signature of the Supervisor

Date of Submission: 18 th October 2019

DEPARTMENT OF BUSINESS ADMINISTRATION

INTERNATIONAL ISLAMIC UNIVERSITY CHITTAGONG
Letter of Submission
October 18, 2019
To
The Dean
Faculty of Business Studies
International Islamic University Chittagong.

Subject: Submission of Internship report on Employee Turnover Management: A

study on maf Shoes Limited

Dear Sir,
Assalamu A’laikum Wbt. Wrt.

With due respect and great pleasure I submit my internship report on the maf Shoes Limited.
The twelve-week internship program was a great experience to me as it provided me with
wide exposure to the professional environment. The topic of my report is “Employee
Turnover Management: A study on maf shoes limited”.

I have tried my level best to follow the guidelines that you have provided. The whole
experience of this Internship Program enabled me to get an insight into the real life
situation as well as corporate world.

I will be always available for answering any queries on the paper. Any sort of query or any
criticism on this report will be beneficial for me, as it will give me the opportunity to learn
more and enrich my knowledge. I hope you will consider the mistakes that may take place in
the report in the spite of my best effort.

Sincerely,

Shibgat Ullah Al-Mahmud

Matric No: R161057R
Program: MBA
Major in Human Resource Management
Department of Business Administration.
International Islamic University Chittagong.
 Acknowledgement

The successful accomplishment of this project work is the outcome of the contribution of
number of people, especially those who have given the time and effort to share their thoughts
and suggestions to improve the report. At the very beginning I would express my deepest
gratitude to Almighty Allah for giving me the strength and the composure to finish the task
within the scheduled time.

I would like to express my appreciation to my internal supervisor, Mr. Abdullah

Mohammad Ahshanul Mamun, Assistant Professor, DBA, at International Islamic
University Chittagong for providing me all the guidance and support that I needed mostly.

This was really a good way of learning and I really appreciate her efforts towards giving me
proper line directions.

I would like to thank Mr. MD. Ataur Rahman, DGM of maf Shoes Limited, Mr. MD.
Rashed Yakub, HR & Admin of maf Shoes Limited for rendering their valuable time and
providing me with information that was very much needed in order to successful completion
of this report.

Finally, my sincere gratitude goes to my family and friends for supporting me, sharing their
thoughts and giving me the moral support during the preparation of this report.
 Executive Summary

This is internship report based on the three months period internship program that I had
successfully completed in the maf shoes Limited under Human Resource Division from 01st
June 2019 to 31th August 2019 as a requirement of my BBA program on International
Islamic University Chittagong. The maf shoes Limited is a 100% export oriented quality shoe
manufacturing company.
The objective of the report is to identify how theories and concepts are discussed in my
educational program can be practiced in the aspect of recruitment and selection process at a shoe
manufacturing company in Bangladesh.
As usual, primary data and secondary data were used to prepare this report. Primary data came
from my day to day observation and interviewing employees. Secondary data was collected by
Organization employee hand book, website, and relevant books. I tried to minimize to bias and
produce an unbiased report.
The maf shoes Limited is a sister concern of T.K. Group of industries which ranks as one of
the five group of industries in Bangladesh because of this company manufactures a wide range of
attractive and comfortable footwear for all age groups. Their exclusive HR practices help them to
achieve their goals. Hence, the management development programs are introduced to update
their employees. This report tried to look on how and why recruitment and selection process
have done. This report also shows my observation on recruitment and selection process. This
report provides some recommendation which may help to improve their process.
Finally, the report allows focusing on theories and concepts used in the maf shoes Limited to
relate with academic purpose.
 PREFACE

International Islamic University Chittagong (IIUC) is well-reputed institution, which aims at

producing the learners’ with perfect knowledge, discipline and with moral values since its
establishment year 1995 under the private university Act-1992. Its purpose is to educate
capable young men and women with the board objective of introducing a seat of higher
learning and dissemination of knowledge on an international standard and is also to develop
in them a high level of interdisciplinary and professional knowledge, which they can put to
practical use.

The university has included a compulsory comprehensive internship course in MBA

programme to widen the academic knowledge and to bring the student additional to
institution education.

This report is based on the industrial internship programme carried out by me at maf Shoes
Ltd. The objectives of the programme were to gather practical experience about the
working of the organization and to know how to communicate the corporate and dealer and
find out the comparative marketing strategy. During my study period, I have discussed and
consulted with the related and responsible officials and dealer and collected relevant
information on the questionnaire method based. Thus I have been able to prepare this
internship report in this form.
 Table of Contents
Chapter Topics Page No.
Introduction
1.1 : Background of the study 2
1.2 : Objectives of the study 3
1.3 : Research Design 3
1.4 : Data sources 3
Chapter 01 : 1.5 : Questionnaire construction 4
Introduction 1.6 : Sampling Plan 4
1.7 : Sample Size 4
1.8 : Sample sources 4
1.9 : Gender Group 4
1.10 : Scope of the study 5
1.11 : Limitation of the study 5

2.1: A Brief Introduction of maf shoes Limited 7

2.2: Company Profile 7
2.3: Mission of maf shoes Limited 8
2.4: Vision of maf shoes Limited 8
Chapter 02:
2.5: Product Range 8
Organizational Overview
2.6: Design and Development 8
2.7: Training Center 8
2.8: Quality Control Department 9
2.9: Major Buyers 9

3.1 : The Concept 11

3.2 : Types of Turnover 12
3.3 : Consequences of Turnover 13
Chapter 03:
3.4 : General Causes of Turnover 13-14
Literature Review 3.5 : Employee Retention 15-16
3.6 : Causes of High and Low Turnover 16
3.7 : Relationship between Turnover and Productivity 17

4.1: General Figure of turnover 19-20

Chapter 04 : 4.2: Measurement of turnover 20
Turnover at maf Shoes 4.3: Causes of turnover 20-21
Limited 4.4: Consequences of turnover 22
4.5: Factors that have impact on maf Shoes Limited 23
4.6: Data Analysis 24

5.1: Findings 26
5.2: Recommendation 26
Chapter 05: Conclusion
5.3: Conclusion 26
and Recommendation Appendix #1: Sample of Questionnaire 27-29
References 30
 Chapter 1 : Introduction

1.1 : Background of the Study

1.2 : Objective of the Study
1.2.1 : Broad Objective
1.2.2 : Specific Objective
1.3 : Research Design
1.4 : Scope of the study
1.5 : Limitation of the study
1.6 : Data sources
1.7 : Questionnaire construction
1.8 : Sampling Plan
1.9 : Sample Size
1.10 : Sample Sources
1.11 : Gender Group

Page 1 of 30
 Introduction

Today’s competitive business world, it is considered to be an important task to manage

employee turnover for any organization. Naturally people want diversities in his/her
everyday life; seeks for new and challenging jobs and good working environment in job
place. To provide these things to the employees in an economic way is very difficult and
cumbersome. But it is also crucial for any organization to certain its talented employees.
Every organization wished to have high productivity, fewer turnovers and to be
profitable. Managing turnover successfully is a must to achieve the goals.

Every organization wished to have high productivity, fewer turnovers and to be

profitable. Managing turnover successfully is a must to achieve the above goals. In
Bangladesh, It is very important to manage turnover for both government and non-
government sectors. In government sectors, although some fringe benefits are given to
the employees regularly do not satisfy them sufficiently. In private sectors, though
salary and benefits are high but security of job is less. Due to these reasons turnover
rate in private sectors are higher than public sectors. Turnover rate also varies from
manufacturing to service sectors.

The purpose of this research is therefore, to find out the actual reasons behind turnover
and its damaging effects on the productivity of different departments at maf Shoes
Limited.

1.1 Background of the report

Human resource management must cope with the changing world of work. It must be
aware of the globalization, technology changes, and workforce diversity. HRM is facing a
big challenge in recognizing the reasons behind employee turnover supporting the
organization by providing the best workforce for the suitable positions in shortest
possible time. It is a big challenge to find the suitable person for the correct position
who would last long. The owners of the business organizations do not concentrate on
this important issue because of less awareness. They have little idea about how
detrimental the effect of turnover is into the productivity of their organizations.
Employee turnover has proven to be one of the most costly and seemingly intractable
human resource challenges at maf Shoes Limited. The rate of turnover varies from
department to department. Sometimes employee turnover benefits organization
positively. This might happen when a poor performer is replaced by a more skilled
employee and when a retired employee replaced by a younger one.

Page 2 of 30
 1.2 Objective of the report

The main objective of the report is to provide an analysis of Employee Turnover of maf
Shoes Limited with an aim to show why it occurs and how it can be prevented.

1.2.1 Broad Objective

 To explain the whole employee turnover management of maf Shoes Limited

 To enhance my work experience.

1.2.2 Specific Objective

 To identify the actual reasons of turnover

 To analyze how turnover affects productivity on organizations.
 To find out the possible solutions of reducing turnover
 To help business organizations by identifying their problems, analyzing the
information’s and recommending for possible solutions.

1.3 Research Design

Mixed research approach was employed for this study completion to generate rich data
from multiple sources, which are both quantitative and qualitative type. I was interested
to present the view of HR team and managements attitudes towards retaining
employees of the Enterprise. In addition, it also helped me to generate rich data from
multiple sources in the context of study enterprise. Therefore, the study followed
descriptive type of research and survey research strategy was used. Primary data from
survey questions has quantitative characteristics. Qualitative data was gathered
through key informant interview.

1.4 Data Sources

Primary Data:
Data were mostly collected by structured questionnaire. The data has been collected
from who gave resigned or lefty employees & workers.

Secondary Data:
Other data were collected through websites, Annual report of maf Shoes Limited.

Page 3 of 30
 1.5 Questionnaire Construction

Questionnaire were conducted based on following steps-

 Close ended question

 Multiple Choice Question

1.6 Sampling Plan

Selective sampling technique was adopted in this research. In this method I selected
unit of population in the sample, which appear convenient to me also the management
of the organization where I conducted the research. I chose Human resource
department as I was doing the research on employee turnover.

1.7 Sample Size

There are total 10 employees. All of them were asked to answer the questionnaire and
give their opinion about the overall turnover of the company. Everyone had different
thoughts about the reasons and consequences about the topic. This has been shown
through data interpretation later.

1.8 Sample Sourcing

The research was conducted at the Human Resource Department of Head office. There
are approximately 5000+ employees in the whole group, 300 employees in head office.

1.9 Gender Group

There is a huge gap between male employee and female employee. Female employees
are comparatively less than male employees.

Gender Group No. of employee Percentage

Female 2495 45%
Male 3050 55%
Total 5545

Page 4 of 30
 1.10 Scope of the study

The study entirely discusses the current predicament of maf Shoes Limited and how
they perform different HR practices at maf. The study discusses the current turnover
management policies of the maf Shoes Limited. Also in this research I have solely
focused on the HR Department and its policies.

1.11 Limitation of the study

Each and every effort has limitations of its own and the study also was not out of this.
Although several obstacles existed on the way of my works, but I received a great
opportunity to learn the reality of the practice. Fairly I observed the turnover
management and resign employee and workers process as well as other practices of the
organization.
The major limitations that I faced during my internship period and preparation of this
report are as follows:

1. The research is confined to just one company

2. Lack of technical expertise

3. Lack of manpower and other resource constraint

4. Inadequate access to information (sensitivity of company information) which

disrupts the scope of analysis

5. Due to the limitations many aspects could not be discussed in the report

Page 5 of 30
Chapter 2 : Organizational
Overview

2.1 : A Brief Introduction of maf shoes Limited

2.2 : Company Profile
2.3 : Mission of maf shoes Limited
2.4 : Vision of maf shoes Limited
2.5 : Product Range
2.6 : Design and Development
2.7 : Training Center
2.8 : Quality Control Department
2.9 : Major Buyers

Page 6 of 30
 2.1 A Brief Introduction of maf shoes Limited

maf Shoes Limited is a 100% export oriented quality shoe manufacturing company with
the ability to deliver impeccable quality and punctual shipment within a framework
through a professional, reliable and sincere business atmosphere. It is a sister concern
of T.K. Group of industries which ranks as one of the top five group of industries in
Bangladesh. The company manufactures a wide range of attractive and comfortable
footwear for all age groups. Maf shoes Limited is equipped with a vertical production
unit producing its own EVA foam sheet, EVA outsole, PU outsole and Rubber outsole in
its own factory premises. The Group also has its own tannery. For maintaining global
standard and prompt delivery, the company sources best quality raw materials from
reputed suppliers of all around the globe.

The company has well equipped and well experienced product development team that
provides instant technical and production support. The technical team manages and
follows manufacturing flow from scratch to finished product and also involves in
improving the efficiency through in improving the efficiency through continuous R & D.
The company’s high end laboratory checks physical properties of each and every pair of
shoes in bulk production. Maf Shoes Limited is well compliant by European Customers
in terms of Social, Environmental, Quality Assurance, Safety and Security. Within a very
short period of time, maf shoes Limited has acclaimed credit from its international
customers for ensuring global standard of quality. The company is currently operating
in the export market of France, Spain, Japan, USA, Brazil and other EU countries and
exploring new export markets to establish its strong footprint.

2.2 Company Profile

In below I have provided some key basic information to know about maf Shoes Limited.

Company Name : maf Shoes Limited

Year of Establishment : 2010
Legal Status : Private Limited Company
Building Area : 250,000 SFT
Number of Employees : Around 3,000
Core Products : Finshed shoe units, Out sole units
Main export market : France, Japan and Other EU Countries
Registered Address : 63, Khatungonj, Chittagong, Bangladesh
Factory Address : Outer Signal, Chandgaon I/A, Chittagong-
4212, Bangladesh
Distance from Port : 18 KM
Website : www.mafshoes.com
Email : [email protected]

Page 7 of 30
 2.3 Mission of maf shoes Limited

To be one of the world leading footwear manufacturer in terms of designing and

manufacturing of superior crafted footwear along with maximization the value of the
products and achieve customer satisfaction by combining quality, innovation, expertise,
diversity, trend & service.

2.4 Vision of maf shoes Limited

Our vision is to be a model of excellence as a footwear manufacturing factory to provide

value for our customers and service to our community.

2.5 Product Range

There is several product ranges in maf Shoes Limited which is produced for different
countries and different buyers. Such product range given below;

 Sports/ Synthetics Shoes

 Leather Shoes
 Flip-Flop and EVA Foam Unit
 Rubber and PU Unit

2.6 Design and Development

maf Shoes Limited’s expertise covers design, development and sample making for bulk
production. Our products cater to fashion-forward customers of all ages. At the design
and development stage, we collaborate with our customers to develop products that
provide the best value to customers. We have fully equipped facilities such as sample
room, showroom, and technical center with 2D/3D Crispin software by Delcam, to meet
our customer’s sophisticated demands.

2.7 Training Center

To develop skilled employee, maf has its own well equipped training center where
experienced trainers provide training to the new comers. Every single employee has to
go through the training program.

Page 8 of 30
 2.8 Quality Control Department

Internal Lab
maf Shoes Limited has well equipped in-house laboratory to check all kind of physical
properties of finished shoes and raw materials. We never compromise with customer
requirements and our own quality standard. We are continually upgrading our lab
facility by adding new machineries.

Quality Control
 An independent department is responsible for checking the safety and quality of all
newly developed products as well as those that are mass-produced for buyers. We insist
that every pair of shoes shipped from our factories must be in accordance with the
requirement of customers. So we check bulk quality with confirmation sample from raw
materials to every stage of production, e.g. raw material, outsole upper materials before
cutting, stitched upper, lasted upper and finished shoes.

 Quality control personnel who are all experts in their respective product
assignments check the quality at every stage of production, from the incoming raw
materials to the finished product.

2.9 Major Buyers

By providing highest level of standard through products and services, maf Shoes
Limited has retained its customers from all around the world. Our reputed customers
include international brands and retailers such as:

 Oxylane
 Kappa
 Decihmann
 Timberland
 Walmart
 Skechers

Page 9 of 30
 Chapter 3 : Literature
Review

3.1 : The Concept

3.2 : Types of Turnover
3.3 : Consequences of Turnover
3.4 : General Causes of Turnover
3.5 : Employee Retention
3.6 : Causes of High and Low Turnover
3.7 : Relationship between Turnover and Productivity

Page 10 of 30
 3.1 The Concept

Employee turnover refers to the number of percentage of workers who leave a want
organization and are replaced by new employee. Measuring employee turnover can be
helpful to employers that want to know the reason behind turnover or estimate the cost
to hire for budget purpose. In the context of human management turnover is the rate at
which an employer losses it employee. It indicates the time period employees tend to
stay. If an employer is said to have a high turnover relative to its competitors, it mean
that company have a shorter average tenure than those of other companies in the same
industry.

Simple way to describe it is “how long employee tends to stay” or “the rate of traffic
through the revolving door.” Turnover is measured for individual companies and for
their industry as a whole. If an employer is said to have a high turnover relative to its
competitors, it means the employees of that company have a shorter average tenure
than those of other companies in the same industry. High turnover may be harmful to a
company’s productivity if skilled workers are often leaving and the worker population
contains a high percentage of novice’s workers.

Turnover is defined as the “individual movement across the membership boundary of

an organization.” The concept “individual” refers to the employees within an
organization and the notion of movement can be interpreted either as an accession or a
separation of the company. In turnover literature, authors also used other labels for
turnover, such as quits, attrition, exits, mobility, migration or succession.

Page 11 of 30
 3.2 Types of Turnover

3.2.1 Voluntarily vs. Involuntary Turnover

Voluntary turnover is when the employee chooses to leave for whatever reason. The
term ‘quit’ can’t be called voluntary turnover. Employee gives many reasons for leaving
their jobs. They may be accepting employment with another company, relocation to a
new area or having personal issue.

There are some factors that are in part, beyond the control of management, such as the
death or incapacity of a member of staff. Other factors have been classed as involuntary
to work on a more turnover in the past such as the need to provide care for children or
aged relatives. Today such factors should not be seen as inventory turnover as both
government regulation and company policies create the chance for such staff to come
back to work, or continue to work on a more flexible basis Simon et al .

3.2.2 Desirable vs. Undesirable Turnover

Turnover often has a negative connotation, yet turnover is not always a negative event.
Desirable turnover to an employee whose performance falls below the company’s
expectations ID replaced by someone whose performance meets or exceeds
expectations. T is desirable because poor job performance, absenteeism and tardiness
are costly-replacing a poor performer with an employee who does his/her can improve
the company’s profitability. It can also occur when replacing employees infuse new
talent and skills, which can give an organization a competitive advantage. Conversely,
undesirable turnover means the company is losing employees whose performance,
skills and qualifications are valuable resources.

3.2.3 Internal vs. External Turnover

Internal turnover involves current employees leaving their current positions and taking
new positions within the same organization. Both negative and positive effects of
internal turnover exist. Internal turnover is controlled by HR mechanism. It helps to
lower the cost of external turnover.

Page 12 of 30
 3.3 Consequences of Turnover

Turnover is very expensive. It causes many inconveniences for an organization. The

main consequences are discussed below:

 It involves different types of costs such as the cost of replacement and

opportunity costs. There are both direct and indirect costs and transition costs,
and indirect costs relate to the loss of production, reduced performance levels,
unnecessary overtime and low morale.

 The impact, however, is not only financial; it also adversely affects employee
morale. Although hard to quantify, poor morale results in a domino effect that
negatively impacts efficiency and effectiveness.

 Another demerit is decreased performance in the workplace. Less experienced

workers are less likely to sell higher value solutions and deliver optimize service.

 Many of the negative effects of turnover relate to performance quality. Companies

with higher turnover may struggle to complete all necessary or important daily
functions.

3.4 General Causes

In order to reduce turnover rates, organizations must first understand the main reasons
employees leave for other positions. The following is a list of what be considered
reasons for employee turnover:

i) Employee misalignment: Organizations should never hire employees unless

they are qualified for the job and sync with the culture and goals of organization.
Managers should not try to force a fit if there is none. It usually ends badly
employee turnover.

ii) Work-life balance: With increasing economic pressures, organizations continue

to demand that one person does the work of two or more people. In such cases,
employees are forced to choose between a personal life and a work life.

Page 13 of 30
iii) Mismatch between the job experience: It become all too common for job to
significantly the vary form the initial description and what was promised during
the interviewing stage. When this happens, it can lead to mistrust.

iv) Raises and promotions frozen: Raise and promotion are frozen for economic
reasons, but are slow to be resumed after crisis has passed. Organizations may
not have a goal to offer the best compensation in their area. But if they don’t, they
better pay competitive wages and benefit while making their employees feel
valued.

v) Feeling undervalued: Everyone wants to be recognized and rewarded for a job

well done. Recognition does not have to be monetary. The most effective
recognition is sincere appreciation. When employees find an absence of
recognition, their sense of dignity pursues them to leave the organization.

vi) Organizational instability: Managements constant reorganization, changing

direction and shuffling people around disconnects employees from the
organizations purpose. Employees do not know what is going on, what the
priorities are or what they should be doing. This causes frustration leading to
confusion and inefficiencies-finally, turnover.

Page 14 of 30
 3.5 Employee Retention

Employee retention refers to the ability of an organization to retain its invaluable

people. It means efforts of business organization to maintain a working environment,
which supports current staff in remaining with the company. Many employee retention
policies are aimed at addressing the various needs of the employees to enhance their
job satisfaction and reduce the costs involved in hiring and training new staff.

In the words of Armstrong (2010) “Employee retention is the ability of an

organization to retain its best employees and hence maintain a lower turnover. An
organization is able to achieve this adopting various employee retention
programs.”

Employee turnover is a very serious problem for many enterprises. The problem of
turnover is very rooted. These deeper issues may include low employee morale,
absence of clear career path, lack of recognition, poor employee-manager relationship,
etc.

3.5.1 Retention tools and resources

Casio W. F. (2006) suggests few tools to retain talent employees. Such as-

i) Employee surveys: Organizations can make a survey of employees to

gain insight into the motivation, engagement and satisfaction of their
employees.

ii) Exit interviews: Organizations can gain valuable insight into the
workplace experience by conduction exit interview. It allows the
organization to understand the triggers of the employees desire to leave
as well as the aspects of their work that they enjoyed.

iii) Employee retention consultants: An employee retention consultant can

assist organizations in the process of retaining top employees. Consultant
can provide expertise on how to identify best the issues within an
organization that are related to turnover.

Page 15 of 30
3.5.2 Ways of retaining employee

a) Promote within whenever possible

b) Foster employee development

c) Get managers involved

d) Effective leaders

e) Intrinsic rewards

f) Give employee ownership

g) Communicate the business’s mission

h) Get people talking to each other

i) Place a premium on employee health

3.6 Causes of High and low employee turnover

High turnover often means that employees are unhappy with the work or
compensation, but it can also indicate unsafe or unhealthy conditions, or that too few
employees give satisfactory performance (due to unrealistic expectations or poor
candidate screening). The lack of career opportunities and challenges, dissatisfaction
with the job-scope or conflict with the management has been cited as predictors of high
turnover. High rate of turnover may lead to decrease in:

Low turnover indicates that none of the above is true: employees are satisfied, healthy
and safe, and their performance is satisfactory to the employer. However, the predictors
of low turnover may sometimes differ than those of high turnover.

Page 16 of 30
 3.7 Relationships among Turnover and Productivity

Turnover deeply related with the productivity of an organization. Employee turnover

can hamper the overall productivity of an organization and is often a symptom of other
difficulties. Productivity is the measures of an organization to achieve its targeted
production with the means of workforce, authority’s strategies, machineries,
equipment’s and assets. Authorities must have plans to increase their productivity.
Various terms affect productivity such as incentive scheme, line balancing, scheduling,
etc.

Turnover can be hampered by production of a manufacturing organization. It is one of

the main factors for shoe sectors in Bangladesh. Small percentage of turnover may cause
considerable amount of production lost. Turnover directly affects the production and
productivity.

Page 17 of 30
 Chapter 4 : Turnover at
maf Shoes Limited

4.1 : General figure of turnover

4.2 : Measurement of Turnover

4.3 : Cause of Turnover

4.4 : Consequences of Turnover

4.5 : Factors that have impact on Turnover at maf Shoes Limited.

4.6 : Data Analysis

Page 18 of 30
 4.1 General figure of Turnover

Analyzing many data, collecting much information from the company, this following rate of
turnover was found:

Enlisted Data For The Month Of April 26/03/19 to 25/04/19

Strength New Lefty of
Strength April-
Section/Sub- of Recruitment (26/03/19
of 2019(% ) Remarks
Section 26/03/1 upto to
26/04/19 Of Lefty
9 25/04/19 25/04/19)
Stitching 1372 31 76 1324 5.43%
A&F 837 24 32 795 3.87%
Cutting 234 9 10 235 4.08%
Preparation 333 20 13 343 3.65%
Water Proofing 74 35 2 107 1.83%
Lab & QC 220 18 7 232 2.93%
EVA 56 0 0 56 0.00%
Flip-Flop 164 0 8 157 4.85%
Rubber 171 13 11 171 6.04%
DIP 251 66 18 298 5.70%
IMEVA 45 0 0 45 0.00%
PD 24 3 0 27 0.00%
Mechanical 54 1 1 54 1.82%
Electrical 23 1 0 24 0.00%
Screen Printing 316 34 12 337 3.44%
Operation 121 4 2 123 1.60%
Warehouse 26 5 0 31 0.00%
Admin 116 1 2 116 1.69%
Stock Fitting 46 14 3 87 3.33%
PVC 27 0 1 26 3.70%
Grand Total= 4510 279 198 4588 4.14%

Series1

7.00% 6.04%
5.70%
6.00% 5.43%
4.85%
5.00% 4.08%
3.87%
Axis Title

3.65% 3.44% 3.70%

4.00% 3.33%
2.93%
3.00%
1.83% 1.82% 1.60% 1.69%
2.00%
1.00% 0.00% 0.00%
0.00% 0.00% 0.00%
0.00%
PD
Stitching

Preparation

Lab & QC

Flip-Flop

Screen Printing
Water Proofing

Mechanical

Admin
EVA

Rubber

Electrical
DIP
IMEVA

PVC
Stock Fitting
Warehouse
A&F
Cutting

Operation

Axis Title

Page 19 of 30
From the above table we find that the rate of job turnover. This finding was done by
running a survey on different department of the company. Following rate of job
turnover we found in three different situations. The following table shows it at a glance:

Situations Rate of Turnover

Dissatisfied with previous job 33%
Availability of new job in the market 25%
(Search for) better job (Relative
52.5%
dissatisfaction)

4.2 Measurement of Turnover

The turnover rate for an organization can be computed in different ways. The following
formula is the general formula which is widely used.

At maf Shoes limited average lefty manpower 198 at the end of the month.

So the turnover rate is = 4.14%

4.3 Causes of Turnover

A bad match between employee’s skill and the job-

Employees who are placed in jobs that are too difficult for them or whose skills are
under-utilized may become discouraged and quit the job.

Felling of not being appreciated-

Since employees generally want to do a good job, it follows that they also want to be
appreciated and recognized for their works. Even the most seasoned employee needs to
be told what he or she is doing right once in a while.

Inadequate or lackluster supervision and training-

Employees need guidance and direction. New employees may need extra help in
learning an unfamiliar job. Similarly, the absence of a training program may cause
workers to fall behind in their level of performance and feel that their abilities are
lacking.

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The economy-
In exit interviews, one of the most common reasons were given for leaving the job is the
availability of higher paying jobs. Obviously, in a better economy the availability of
alternative jobs plays a role in turnover, but this tends to be overstated in exit
interviews.

The person-
In addition to the factors listed above, there are also factors specific to the individual
that can influence turnover rates. These include both personal and trait-based factors.
Personal factors include things such as changes in family situation, a desire to learn a
new skill or trade or an unsolicited job offer. In addition to these personal factors, there
are also trait-based or personality features that are associated with turnover.

Lack of opportunity for advancement or growth-

If the job is basically a dead-end proposition, this should be explained before hiring so
as not to mislead the employee. The job should be described precisely, without raising
false hopes for growth and advancement in the position.

The characteristics of the job-

Some jobs are intrinsically more attractive than others. Jobs attractiveness will be
affected by many characteristics, including its repetitiveness, challenges, danger,
perceived importance and capacity to elicit a sense of accomplishment.

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 4.4 Consequences of Employees Turnover at maf Shoes

maf Shoes Limited faces different consequences of turnover and it is a crucial

organizational issue. Although turnover may also bring positive consequences for
instance the reallocation of organizational resources, but negative consequences of also
exist. Three important negative consequences, which have an impact on effectiveness of
maf Shoes Limited, are discussed below:

The impact on organizational cost, operational disruption and demoralization of

organizational membership.

There are three major categories that constitute the expense of an employee turnover at
maf Shoes Limited. After many studies other studies extended list with further
categories were found. Not much focus was on the distinction between functional and
dysfunctional turnover, namely the “cost of the reduced productivity of the new worker
during the period required for the level of performance of the previous employee to be
reached.” If bad performers choose to leave, this could carry beneficial outcomes for maf
Shoes Limited. However, if it is a dysfunctional turnover, then the loss of and esteemed
employee can engender of loss of productivity. Another category is named the “Vacancy
Costs” that refers to the expenses that incurred due to increased overtime or temporary
workers that are employed to complete the tasks of the vacant position.

Separation Cost Replacement Cost Training Cost

 The costs incurred for  Advertising  Norms of conduct
exit interviews. position and performance
 Administrative functions availability in  Disseminating
related to termination various media. relevant
 separation/severance  Entrance information for
pay interviews organizational
 Holding decision  Socialization
making meetings  Participation in on-
the-job training
activates.

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 4.5 Factors that have an impact on Turnover Intent

At maf shoes limited the causes for turnover are classified into three major categories.

Firstly, price and convenience of the withdrawal plays an important role for employee
turnover and separates social from financial aspects. The financial aspect may take
many forms, such as wage, benefits and other commodities that have financial value
which organizations give to employees in return for their service. The social aspect
refers to the social behavior of an employee within his organization, such as integration
or relationship with other associates. Low perceived financial and social aspects in the
own organization can lead to turnover.

Secondly, the intensity of desire for withdrawal has an impact on turnover. Job
satisfaction and job insecurity can be placed in this field. If an employee is dissatisfied or
insecure with his job, then intensity of desire for withdrawal will be higher.

Thirdly, the attractiveness and availability of alternatives can influence employee

turnovers. External factors, such as labor market or personal living circumstances, play
decisive roles in the turnover process.

Figure : A General Illustration of Turnover

Financial Job (dis-)satisfaction Labor market

Social Job insecurity Personal living

Circumstances

Price and convenience of Intensity of desire of Attractiveness and

the withdrawal withdrawal availability of
alternatives

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 4.6 Data Analysis

 Factors that affects the turnover

50% employees think turnover occurs because of low salary, 33% thinks because of
external market attracts them and 16% thinks it occurs because of lack of appreciation.

Factors affect Turnover

6
4
2
0
Working Salary and other External Market Lack of Workload Lack of freedom
condition benefit that attracts the appreciation
packages employees

 Probable Reason for leaving the job

According to 50% employees there are other personal reasons for which they might
leave this job, 25% thinks lack of motivation and 15% thinks low career growth.

6
5
4
3
2
1
0
Low salary Lack of Bad working Low career Domestic Others
motivation growth problem

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Chapter 5 : Conclusions
and Recommendations

5.1 : Findings

5.2 : Recommendation

5.3 : Coclusion

Appendix #1: Sample of Questionnaire

Page 25 of 30
 5.1 Findings

Based on the analysis and interpretation made in the previous chapter the major
findings are summarized as follows.

 Most of the employees think turnover occurs low salary and other benefits
packages.
 Lack of proper appreciation in job field.
 Excessive workload in the job area sometimes does not follow the labor law,
according to the working hour.
 Lack of proper motivation.
 Female worker faces lots of problems after getting married or having a baby.

5.2 Recommendation

Implementation of practical strategies can help to reduce the observed problem. All the
employees had different thoughts and differences but the treatment should be more
general.

 Management should ensure proper salary and benefits.

 Concern about more appreciation after finishing his job or task. If company
arranges to give an award, it will be more energetic for employees.
 Try to reduce or minimize level workload.
 Encourage to all employees and provide motivation.
 Need to create child care. If existing child care stays in factory premises it should
be more functional.

5.3 Conclusion

Turnover is a burning issue for any organizations. For the steady productivity of an
organization it is essential to maintain its skilled workforce. But most of the times it is
very difficult to control the turnover rate within organizations. There are so many
factors that affect turnover.

From all the data, questionnaire and interviews some conclusions were drawn. Maf
shoes limited have a vast number of employees. They hardly require that need to hire
new employee. But the growth rate and the salary rate is little low compare to
performance. But also there are employees who are not required for the company.
Which makes the salary is high compare to performance. Turnover does not leave much
consequence here. Factors that are affecting employees’ stability are both external and
internal. It has a favorable government policy, which encourages employees to stay at
the company.

Page 26 of 30
Appendix #1: Sample of Questionnaire

Annex I: Questionnaires

Dear respondents my name is Shibgat Ullah Al Mahmud. This questionnaire is part of

my thesis, developed to collect data on the topic entitled “Employee Turnover
Management: A study on maf shoes limited”. It is carried out for academic purpose, to
write a Thesis, in partial fulfillment of the requirement for my internship. Your genuine
response will provide valuable information on the topic. The information you provide is
completely confidential.

Part I Profile of Respondent

1. Gender
Female Male

2. Age
25 – 30 years 30 – 35 years 35 – 40 years
40 – 45 years 45 – 50 years Above 50 years

3. Education Level
Undergraduate Diploma Graduate Post Others
Graduate

4. How long have you been working in this company?

Less than one 1 – 5 years 5 – 10 years More than

year 10 years

5. Terms of employment

Contract Permanent Temporary Freelancer

6. Your area of work

Worker Design Admin

Laboratory/Factory Supportive Staff Field Area

Part II – Questionnaire on Employee Turnover

Page 27 of 30
 7. How do you rate employee’s turnover of the Enterprise?

High Medium Low

8. What factors would you consider mostly affecting the current turnover of the
employees?

Working condition Salary and other External market

benefit package that attracts the
employees
Lack of appreciation Lack of freedom Workload
Specify if any other ________________________________________________________________

9. How many times have you got promotion in this company?

None One Twice

Thrice More than thrice

10. Which of the following could be the reason if you leave this job?

Low salary Lack of motivation Bad working

from supervisor condition
Low career growth Domestic problems Others

11. In comparison to reward and facilities, your work load is

Extremely less Less Equal

More Extremely more

12. What consequences the enterprise faces due to employee turnover?

Inefficiency Costs of recruiting and training

Loss of profit because of lack of timely delivering services required

Combination of two or more specify if any other ___________________________________________

13. Did you get any training for the job at hand?

Yes No

14. Are you satisfied with your current position?

Yes No

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Part III – Mechanisms of the enterprise to retain employees

15. What do you think best opportunities of staying here within the enterprise?
a) Getting better experience b) Salary and Benefit packages c) Better working
conditions d) Specify if any other ________________________
16. If you have any additional comments, I would appreciate very much.

_________________________________________________________________________________________________
_________________________________________________________________________________________________
_________________________________________________________________________________________________
_________________________________________________________________________________________________

Page 29 of 30
References

1. Akkas, MA professor, Human Resource Management , 2013, Shopni

2. Armstrong, M. 2010. A Hand Book to Human Resource Management Practice
(10th Edition): A Guide to Action: London and Philadelphia
3. Armstrong, M. 2006. Strategic Human Resource Management: (3rd Edition) A
Guide to Action: London and Philadelphia
4. PRICE, J.L.: The Study of Turnover, Iowa State University Press, Iowa, 1977.
5. SHAW, J., DELERY, J., JENKINS, G. and GUPTA, N.: An Organization-Level Analysis
of voluntary and Involuntary Turnover, Business School Research Series, January
2001, ISBN 185901 169 1.
6. Catherine M Gustafson (2002). “Staff turnover: Retention”. International j.
contemp. Hosp. manages. 14(3): 106-110.
7. David Loquercio (2006): Turnover and retention: General Summary prepared;
for people in Aid
8. Hogan JJ (1992). “Turnover and what to do about it”, The Cornell HRA
Quarterly.33(1): 40-45
9. Surline, T., 1999 Staff Retention Strategies. Credit Union Executive Journal. 28-
31.
10. Wasuth WJ, Davis SW (1983). “Managing employee turnover: why employees
leave”, The Cornell HR Quarterly, pp. 11-18

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