Why is there Large Employee Turnover Rate at Wal-Mart Research Paper

Why is there Large Employee Turnover Rate at Wal-Mart - Research Paper Example Although the figures for employee turnover for Wal-Mart are not readily available there is a lot of information to indicate at the least that employees are not happy and that the turnover intent is high. In fact, the company has been faced with a number of law suits relating to sex discrimination and working overtime without pay. Wal-Mart is currently one of the most influential and respected company which is synonymous with that commanded by the manufacturing giants of the twentieth century Lichtenstein (2009). The company is in position number 15 on Forbes List as a Global 2000 Leading Company and as one of the World’s Biggest Public Company (Forbes 2013). This is based on sales, profit, assets and market value. In terms of sales Wal-Mart is in the number 1 position, 16th in profit, 135th in assets and 7th in terms of market value. On Forbes (2012) list of ‘The World’s Most Powerful Brands, Wal-Mart is in the 25th position and this makes it the world’s to p retailing company. ... The international segment is seen as the engine of growth for the company as Wal-Mart continues to expand internationally. The aim of this research is to determine the reason for the high employee turnover rate at Wal-Mart. The objectives of this study are to determine: i. Whether compensation at Wal-Mart may be a factor in relation to the high rates of turnover ii. Whether employees are satisfied with the level of communication with their supervisors iii. Whether employees are happy with their job functions Employee turnover is the movement of workers in the labor market between organizations and between different roles or occupation (Abassi et al 2000). Literature Review According to Linhartova (2011) Employee turnover is one of the problems relating to the management of human resources that never go away. Linhartova (2011) carried out two studies on the causes of employees disaffection and turnover. The study used 29 determinates to describe seven of the main factors that led to e mployee turnover – remuneration, certainty, relationships, recognition, communication, culture, and expectations. The factors were in a similar manner to studies done by other researcher (See John et al 2008; Gosling et al 2003; Benet-Martinez and John 1998). The results of the study indicate that all seven factors were strongly linked to job satisfaction. Firth L, David J Mellor, Kathleen A Moore, Claude Loquet (2007). How can managers reduce employee intention to quit?, J. manage. Psychol. 19 (2): 170-187. †¦ Strategies to minimize turnover Jain (2013) suggests that employee branding which is a relatively new concept n human resource management. This Jain (2013) indicates will allow the organization to choose and retain