Introduction
The focus of this chapter is to discuss the investigation analysis findings of the research study to find out whether the research objectives have been achieved and to emphasis the contribution to the knowledge. Further, the researcher suggested directions for future research possibilities which have been noticed during the period of research by the author’s personal reflection as well by interpreting analyzed data.
Revisiting the Objectives
Training and development: The second variable analyzed was Training and Development. Training is described as the systematic acquisition and development of the knowledge, skills and attitudes required by employees to effectively perform an assigned job or task to reinforce performance in the organization they attached. If the training provided by organization is relevant and if it is efficaciously and correctly designed and delivered, the training provided has to impart new and updated knowledge and competencies as well as meet the personnel attitude of employee and organizational requirements. While the outcomes of training is pondered by enhancements in relevant knowledge and the acquire of applicable skills, worker job overall performance must also improve assumed that the competencies found out in training switch to the job.
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Welfare benefits: The second variable analyzed was welfare benefits. Employee welfare is characterized as endeavors to make life worth living for employees attaché to the organization with their starting point either in some statute shaped by the state or in some neighborhood custom or in aggregate understanding or in the business' own drive. Somehow, there are two essential welfare territories which are of advantage to people and those are. physical and enthusiastic. The view that welfare includes not just the prior worry with specialist’s physical working conditions yet in addition the human relations angle to accomplish job satisfaction.
Disciplinary Procedure: The next variable is Disciplinary Procedures. Discipline as the move made by administration or management against an individual or gatherings of employees who have neglected to take after the built up standards and systems set by the management inside the association. Worker teaches is deliberate conduct while restraining activity is punishment for misconduct or infringement of the authoritative tenets. The business word reference characterizes disciplinary system as composed, well ordered process which a firm confers it to follow for each situation where a representative must be cautioned, criticized, or rejected. Inability to take after a reasonable, straightforward and uniform disciplinary methodology may bring about lawful punishments for harms as well as revocation of the company's activity.
Performance appraisal: The fourth variable analyzed to identify the reasons for employee turnover is performance appraisal. Performance appraisal is a process of analyzing and comparing employees overall performance in his or her obligation to facilitate the selection of career improvement of the particular employee. The evaluation evaluates the employee’s contribution to the organization through evaluation of his or her inner characteristics, work performance and ability to pursue higher positions in the company by using the key performance indicator tools. Most of the companies set the remuneration packages according to the performance appraisal work out, while employees might know about their level of execution and understand their regions of shortcomings from their bosses.
Career growth: The fifth variable analyzed was career growth. A progression of formal exercises planned and oversaw by the organization employee attached to impact the career development of at least one employee. Whilst career management and career self-management, are not mutually exclusive, successful career management programs require individuals knowing what they will achieve, clarification of organizational plans and accompanying individual opportunities to dispel anxiety and frustration in employees. This will aid positive attitudes towards career progress and the organization. Organizations providing career relevant information and assistance will narrow an employee’s career focus and bind them more closely to the company.
Contextualizing the Research Findings
This research attempts to identify the factors affecting on employee retention among the sewing machine operators of the Courtaulds Apparels. The finding of the research provides the support that there is an impact by the variable taken to analysis the factors affecting employee retention. As the first step of analysis, researcher has designed a simple test to verify that there is a significant impact on performance of organizations through innovation. The result of the analysis was positive as average distribution was above 0.4 marks average of all mean shows 0.6, which means a significant impact on employee retention through the factors demonstrated. Therefore, researcher was able to make the conclusion that swing machine operators in garments industry sector in Sri Lanka are highly expecting the welfare benefits and training and development to retain in the same organization than other factors.
The next step was to carry out the analysis to identify the relationship between welfare benefits and employee expectation and to determine the most significant factors impacting employee retention. From the finding of statistical analysis welfare benefits and training and developments variables were significantly related to employee retention as it has demonstrated a positive impact on employee retention. Disciplinary procedures and carrier growth factor have demonstrated a less impact on employee retention in garment factory sector compared to welfare benefits and training and developments.
Contribution to the Knowledge
This study has produced an outline in order to understand of the relationship between employee expectation and its impact of employee turnover. Through a detailed literature review this study has provided a wide understanding on what is employee retention, the importance and relationship of employee and their expectation in training and development, welfare benefits and carrier growth in garment factory sector to retain the experience swing machine operators. Therefore, an insight is presented on how employee expectations impact retention and such expectations are effective in retaining the employees of an organization.
Further this study has proven welfare benefits factor has an impact on employee retention of an organization. Therefore, welfare benefits factor demonstrated a significant impact on employee retention in apparel industry sector of Sri Lanka. Performance appraisal and disciplinary procedures factor have demonstrated a less impact on employee retention in garment factory sector compared to welfare benefits factor. Carrier growth has not proven impact on any of the employee retention factor, therefore a weak correlation between carrier development factor and employee retention has been revealed. Based on the findings this study has provided guidance to the organization’s management to develop an welfare benefit supportive culture with appropriate strategies that will support to enhance the employee retention percentage of organization.
Suggestion for the Future Research
Firstly this research was carried out based on five factor dimensions. This can be further expanded and explored by adding other factors related to supervisor or work environments. Secondly correlation between employee expectation and employee retention can be expanded using other measurements factors in further studies. This has limited to garment factory in Sri Lanka. Further research can be done covering entire apparel industry including other position in all grades. Therefore this study would entail further exploration on the subject matter and field in order to get a more clear understanding on the factors of employee retention in Sri Lankan garment Industry.
Personal Reflection
The journey of the author in this research reflects his experience in the garment field and employee retention with remarkable memories. Concerning whole process of the dissertation, it should be noted that as an overall it was very intriguing and exciting. Generally as a Human Resource staff in middle management of a garment factory, author concerned on learning about employee retention and difficulties in retaining the employees as specific subjects for MBA. Hence it is an ongoing challenge in today’s competitive world of apparel industry to acquire new swing machine operators while retaining existing ones boosting towards enhancing production by experienced staff and sustain in market with providing quality garment items to market. The literature reviewed in the research aligned with today’s garment field trends on the scientific field the independent study as it had more tasks to be fulfilled and demanded by the author on his critiques and academic view of point.
Recommendations
As discussed in introduction of this study, Low level of Employee retention has arisen as the biggest issue in Sri Lankan apparel industry. It’s identified that the industry has been suffering from low level of employee retention since year 2000. In the periods of 2000 to 2012, the average monthly retentions rate was 93% where it’s having monthly turnover 7% and it has been getting worse year on year. This situation is a problem to survive the organization. It is a considerable barrier to the succession of the apparel industry. Different initiative can be taken in order improve detriments of retaining employees. This could be due to lack of research done on the subject matter.
Meanwhile, demographic background of the samples show that 83% of samples are represents female swing machine operators and 62% of operators are age of below 30. However marital statuses of 58% employees are single. The education status of all employees is less than ordinary level and advance level. It’s clearly show that, the machine operators are from lower middle class families and they re with less middle class families. However there are 78% of employees says that, the reason for their intention to resign the job is for spend time with children. The above mention factors clearly stated that most swing machine operators are females, they are below 30 years of age and most of them are single. On other hand the main reason behind the high employee turnover of swing machine operators are to take care of their babies after they deliver the baby.
Recommendations to Improve Welfare Benefits
From the findings of the study, the most important factor that addressing by the employees is welfare benefits. Welfare benefits express the expectation and requirements of the employees who are attached to organization. The management of apparel industry mainly concern on welfare benefits of employees to retain the experience swing machine operates with them. Female employees are employed by apparel industry as swing machine operators. If the management provide a day care centre for the mothers who employed by them will reduce the employee turnover. If the management take care the children of employees future by open a minor accounts to children with an attractive initial deposit and made small amount of monthly contribution jointly with the mother on salary day up to a considerable period will retain the employees.
A medical scheme for the employee should be proposed by the management and it should include the benefits for their family members with contribution from employee too will retain the employees. The job environment in the garment factories also a significant factor to retain the employees with them. To create a better job environment, the management can propose competition in showing the talents of employees. Through the competition, the factory has the possibility to reduce the employee retention and the management had the ability to adopt innovative ideas from their employees.
To reduce the job stress, the management can followed the talent show in-between the working hours. Through this the employees has the ability to refresh their mind and the management has the chance to increase the effectiveness and efficiency in production through highly motivated employees.
Initial results indicate that the training led to an average increase by four in the number of garment per worker per eight-hour shift across the factories. This was coupled with the use of productivity bonuses, meaning that workers will have benefited from this productivity rise through their take home pay -- an indicator of worker welfare.
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