Causes of Employee Turnover of any Kind of small Scale Company Broad objective: To explore the causes of employee’s turnover of Super Hostel BD. Specific Objectives: To identify the present status of employees turnover in the Super Hostel BD. To identify the employee turnover causes in the Super Hostel BD. For the primary sources- Study population: Primary data were collected from 4 different branches of Super Hostel BD in the Dhaka city. Sample size: 66 respondents were selected from 4 different branches of Super Hostel BD in the Dhaka city. Sampling technique: The judgmental sampling procedure was used to select the sample units from employees of selected who was willing to respond to the questionnaire. Analysis of Data:  Descriptive statistical analysis has been done in the study. Mean and percentage value have been considered to present the opinion of the respondents. Tables and graphs have been used for presenting data in the study. Analysis, Major Findings ,Recommendations and Conclusion.

1. Causes of Employee Turnover of Super
Hostel Bangladesh: An Analysis
Welcome to My
Presentation
Presented by: Lia Bosha Gomes

2. Objectives of the Study
Broad objective: To explore the causes of
employee’s turnover of Super Hostel BD.
Specific Objectives:
•To identify the present status of employees
turnover in the Super Hostel BD.
•To identify the employee turnover causes in the
Super Hostel BD.
•To identify the impacts due to turnover on
Super Hostel BD.

3. Methodology of the Study
For the primary sources-
Study population: Primary data were collected
from 4 different branches of Super Hostel BD in
the Dhaka city.
Sample size: 66 respondents were selected from
4 different branches of Super Hostel BD in the
Dhaka city.

4. Sampling technique: The judgmental sampling
procedure was used to select the sample units
from employees of selected who was willing to
respond to the questionnaire.
Analysis of Data: Descriptive statistical analysis
has been done in the study. Mean and percentage
value have been considered to present the opinion
of the respondents. Tables and graphs have been
used for presenting data in the study.
Methodology of the Study

5. Analysis
• From the beginning of Super Hostel BD turnover is increasing
day by day with the increasing of manpower in the
organization. The employee turnover are approximately from
28% to 32%.
Graph 1: Trends of employee’s turnover in Super Hostel BD
Source: Office Record of Super Hostel 1)Table:(
0
10
20
30
40
50
60
2013 2014 2015 20162016 20172017 2018
Employees New Hire

6. Human Resource Policy
76.10% of the respondents of Super hostel BD leave the job
because Super hostel failed to develop human resource policies
for the organization.
0 10 20 30 40 50 60 70 80 90 100
76.1
100
Series2 Series1
Causes of Employee Turnover of
Super Hostel BD

7. Compensation:
Only 23 % employees were
satisfied with the
compensation.
Career Planning and
Advancement: 76%
employees quit the job due to
career plan and advancement

8. Organizational Politics:
76% of employees of Super Hostel
BD agreed to the statement of
organizational polities is a vital
reason for leaving.
Promotion Policy:
24 % employees agreed to the
statement of promotion policy
are enough transparent and fair
among employees.

9. Causes of Employee Turnover
of Super Hostel BD at a glance

10. Major Findings

11. Major Findings

12. Major Findings

13. Recommendations
• Offer an attractive, competitive, comprehensive
benefits package with components.
• Provide the opportunity for career and personal
growth through training and education,
challenging assignments and more
responsibility.
• Offer performance feedback and praise good
efforts and results to reduce employee turnover.

14. • Provide opportunities for people to share
their knowledge on-the-job via training
sessions, presentations, mentoring others and
team assignments.
• Recognize excellent performance, and
especially, link pay to performance to reduce
employee turnover.
Recommendations

15. Conclusion
• The rate of employee turnover of Super
Hostel is about 32% (per year) that is very
high and harmful for the organization.
Employee turnover is unavoidable but
controllable. To reduce the employee
turnover by taking some logical steps,
organization can easily reach their desired
goal.