Causes of low retention rate of employee in Total Security Services Ltd based in London

By

ACKNOWLEDGEMENT

My thanks go out to all who have helped me complete this study and with whom this project may have not been possible. In particular, my gratitude goes out to friends, facilitator and family for extensive and helpful comments on early drafts. I am also deeply indebted to the authors who have shared my interest and preceded me. Their works provided me with a host of information to learn from and build upon, also served as examples to emulate.

DECLARATION

I [type your full first names & surname here], declare that the following dissertation/thesis and its entire content has been an individual, unaided effort and has not been submitted or published before. Furthermore, it reflects my opinion and take on the topic and is does not represent the opinion of the University.

Signature:

Dated:

ABSTRACT

This paper discusses the causes of low employee retention in the Total Security Services Limited. Retention is defined as the opposite of turnover. Turnover is the total number of unintentional and intentional separations from the organization. Turnover is defined as the total number of intentional and unintentional separations between employees and their employers. The methodology adopted for this research is the quantitative approach. A questionnaire was designed and distributed to the employees of the organization. This questionnaire helped to gained responses of the employees regarding the factors that have decrease the retention of the employees in the organization. In conclusion, it can be said that it is the manager's responsibility to ensure that the organization continues to build on the short-term wins and implement the change process.

TABLE OF CONTENTS

ACKNOWLEDGEMENTII

DECLARATIONIII

ABSTRACTIV

LIST OF FIGURESVII

CHAPTER 01: INTRODUCTION1

Background of the Study1

About Total Security Services (TSS)2

Research Questions3

Aims and Objectives3

Rationale of the Study3

Significance of the Study4

CHAPTER 02: LITERATURE REVIEW5

Concepts of Employee Retention5

Recruiting6

Communications6

Training7

Job Satisfaction8

Benefits and Pay8

Factors that Drive Employee Turnover and Job Satisfaction9

CHAPTER 03: METHODOLOGY10

Overview of Quantitative Research Approach11

Research Method and Design Appropriateness11

Research Process12

Participants12

Research Instrument12

Informed Consent12

Confidentiality13

Validity13

Reliability14

Data Analysis15

CHAPTER 04: DISCUSSION AND ANALYSIS16

Questionnaire Analysis16

A.Benefits16

B.Organizational Culture21

C.Employee Retention26

Discussion30

Causes of Low Employee Retention at Total Security Services Limited30

Recommendations for Retaining Employees at Total Security Service Limited31

Compensation32

Work-Life Balance33

Career Progression33

Reward and Recognition33

Training34

CHAPTER 05: CONCLUSION35

REFERENCES36

APPENDIX39

Questionnaire39

LIST OF FIGURES

Figure 1: Salary/Compensation18

Figure 2: Leave Benefits (Including sick, vacation, personal, paid holidays)19

Figure 3: Retirement Plan20

Figure 4: Health and related benefits (Health insurance, vision, dental, prescription)21

Figure 5: Employee Assistance Program (EAP)22

Figure 6: Supervisors in my agency sit down with employees and discuss their development plans at least every 6 months23

Figure 7: Employees are often given the opportunity to be part of task groups and assignments outside their core job responsibilities24

Figure 8: There is a career development program that helps people become more aware of and responsible for their own career development25

Figure 9: Supervisors communicate effectively with employees26

Figure 10: There is an environment of openness and trust in my agency27

Figure 11: Opportunities for personal growth and development in the job28

Figure 12: The feeling of worthwhile accomplishment I get from doing my job29

Figure 13: The security that look for me in the future of my organization30

Figure 14: The amount of ...