La shonte evans retention


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La shonte evans retention

  1. 1. Leaders We Have A Problem! …It Is Employee Retention. By: La’Shonte Iwundu Qualitative Research Design William Allan Kritsonis, PhD - Professor
  2. 2. Abstract <ul><ul><li>This study examines the variables of school-work environment, employee motivation, and role of Human Resource Director. It also, studies how each variable plays a role to combat the major problem of decreased rate in employee retention. </li></ul></ul><ul><ul><li>Many districts will spend thousands of dollars every year developing new programs and training new employees to replace the ones who left the school organization or relocated to another district. The cost is more than what districts can afford. </li></ul></ul>
  3. 3. Dissertation Proposal <ul><li>Theoretical Framework </li></ul><ul><li>Purpose of the Study </li></ul><ul><li>Research Questions </li></ul><ul><li>Review of Literature </li></ul><ul><li>Methodology </li></ul>
  4. 4. Theoretical Framework 3 Big Ideas to Guide This Research <ul><li>Employee </li></ul><ul><li>Retention </li></ul>Role of Human Resource Director Work Environment Employee Motivation
  5. 5. Purpose of the Study <ul><li>The purpose was three-fold: </li></ul><ul><li>Identify the factors contributing to the decrease rate in employee retention. </li></ul><ul><li>This study will seek to discover what role Human Resource Management play in employee retention and what initiatives are HRD implementing to combat the issue of employee retention. </li></ul><ul><li>3. Finally, this will study will add to the body of research about the causes of the decreased rate in employee retention and strategies to address the issue. </li></ul>
  6. 6. Research Questions <ul><li>1. What is the role of Human Resource Director (HRD)? </li></ul><ul><li>2. What initiatives are being implemented by the HRD to combat the issue of employee retention? </li></ul><ul><li>3. What factors contribute to low employee retention? </li></ul>
  7. 7. Null Hypothesis <ul><li>H 01 There is no statistically significant relationship </li></ul><ul><li> between employee motivation and employee </li></ul><ul><li> retention. </li></ul><ul><li>H 02 There is no statistically significant relationship </li></ul><ul><li> between the work environment and employee </li></ul><ul><li> retention. </li></ul><ul><li>H 03 There is no statistically significant relationship </li></ul><ul><li> between the Human Resource Director and employee </li></ul><ul><li> retention. </li></ul>
  8. 8. Review of Literature <ul><li>Money as a motivator does not work for everyone. W. Kritsonis,(personal communication, March 10,2007) says there are two characteristics about people and money. The two characteristics are : (1) People always feel entitled to more money and (2) Regardless of what pay, satisfaction is short lived. </li></ul><ul><li>If companies want to do something about low employee retention , then it is time to study the issue in-dept. According Nobscot Corporation, employee retention has become a key focus of human resource professionals (Kimball and Nink, 2006). </li></ul>
  9. 9. Review of Literature <ul><li>The role of Human Resource Management professionals is changing (Heathfield, 2007). In the past, HR managers were often viewed as personnel who deals grievances, sexual harassment policy, and the paperwork that goes with the process of hiring and exiting of employees. </li></ul><ul><li>The role of HR manager must parallel the needs of his or her changing organization (Heathfield, 2007). </li></ul>
  10. 10. Review of Literature <ul><li>Managers should foster creativity within their work environment. I would have to agree with the use of this tactic when used for motivating others. By creating an environment in your company that fosters creativity, you can encourage employees to react and adapt as conditions change (Cortello, 2005, p.26). </li></ul>
  11. 11. Methodology <ul><li>Correlation Statistics </li></ul><ul><ul><li>Pearson’s r </li></ul></ul><ul><li>Qualitative Study – </li></ul><ul><ul><li>Semi-structured Interviews with Human Resource directors </li></ul></ul><ul><li>Quantitative Study – </li></ul><ul><ul><li>AEIS & PEIMS Report </li></ul></ul><ul><ul><li>Staff Climate Survey </li></ul></ul>
  12. 12. Variables <ul><li>Independent Variables </li></ul><ul><ul><li>Role of Human Resource Director </li></ul></ul><ul><ul><li>Work Environment </li></ul></ul><ul><ul><li>Employee Motivation </li></ul></ul><ul><li>Dependent Variable </li></ul><ul><ul><li>Employee Retention </li></ul></ul>
  13. 13. Method <ul><li>Subjects of the Study </li></ul><ul><ul><li>All accessible Human Resource Directors in Houston, Texas </li></ul></ul><ul><ul><li>All accessible school employees in Houston, Texas (teachers, para-professionals, and classified employees) </li></ul></ul>
  14. 14. Conclusion <ul><li>It can be concluded that the main goal of improving employee retention rate is to improve the quality of education for our children. </li></ul><ul><li>-La’Shonte Iwundu </li></ul>
  15. 15. References <ul><li>Cortello, C. (2005). Fostering Creativity. Industrial Engineer , 10, p.26. </li></ul><ul><li>Heathfield, S. M. (n.d.). Q. What Does a Human Resources Manager, Generalist, or Director Do?., , . Retrieved 06/28/07, from </li></ul><ul><li>Kimball, S. L., & Nink, C.E. (2006). How to Improve Employee Motivation, commitment, Productivity, </li></ul><ul><li>Well- Being and Safety. Corrections Today, 68, p.66. </li></ul><ul><li>Texas State Board for Educator certification (SBEC) (2000, November 2000). The cost of Teacher Turnover. Texas Center for Educational Research, , pp.1-2. </li></ul>