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Analysis of reasons Sales Advisors' turnover in the company N

Student: Chukhonczeva Viktoriya

Supervisor: Anna Gogoleva

Faculty: Faculty of Management

Educational Programme: Specialist

Year of Graduation: 2014

<p align="center"><strong>Abstract </strong></p><p align="center"><strong>on &laquo;Analysis of reasons Sales Advisors turnover in the company N&raquo;.</strong></p><p>&nbsp;</p><p>Graduate work is written by Victoria A. Chukhontseva, the 5&rsquo;th year of the Faculty of Management of National Research University Higher School of Economics student under the scientific guidance of Anna S. Gogoleva, Ph.D., in Sociology.</p><p>&nbsp;</p><p><strong>The purpose of the work</strong> is to identify the causes of employees turnover and suggest ways to minimize it in one of the retail stores of the company &laquo;N&raquo;.</p><p>&nbsp;</p><p><strong>The object of the study:</strong> employees turnover in the company &laquo;N&raquo;.</p><p>&nbsp;</p><p><strong>The subject of the research:</strong> reasons for unsolicited dismissals of employees and ways of staff turnover reduction.</p><p>&nbsp;</p><p><strong>The methods and techniques used:</strong> 15 employees were interviewed using the following methods: &quot;Organizational commitment questionnaire&quot; (Porter L.) and &ldquo;Organizational commitment scale&quot; (Meyer J. and Allen N.); the personal interviews were conducted with 5 employees and HR of the &laquo;N&raquo; company. 33 exit forms were analysed.</p><p>&nbsp;</p><p><strong>The main conclusions:</strong></p><p>&nbsp;</p><p style="margin-left:36.0pt;">1.&nbsp;&nbsp;&nbsp;&nbsp; Most of the employees leaved has worked in the company no more than 3 months.</p><p style="margin-left:18.0pt;">&nbsp;</p><p style="margin-left:36.0pt;">2.&nbsp;&nbsp;&nbsp;&nbsp; The average level of employee commitment by the method &quot;Organizational commitment questionnaire&quot; (L. Porter) is 4.8, which is higher than the normative values ​​for this method (4.5, according to Dominyak V. research results<a href="#_ftn1" name="_ftnref1" title="">[1]</a>).</p><p>&nbsp;</p><p style="margin-left:36.0pt;">3.&nbsp;&nbsp;&nbsp;&nbsp; The high level of employees affective commitment in comparison with other subscales was identified using the &ldquo;Organizational commitment scale&quot; (Meyer J. and Allen N.) method and the following results were received: (ACS=4,8; CCS=4,09; NCS=4,3). These results are higher than the normative values ​​for this method (ACS=4,1; CCS=3,8; NCS=3,9, according to Dominyak V. research results<a href="#_ftn2" name="_ftnref2" title="">[2]</a>).</p><p>&nbsp;</p><p style="margin-left:36.0pt;">4.&nbsp;&nbsp;&nbsp;&nbsp; The problem of new employees adaptation in the store that influenced on employees turnover was found (pursuant to clause №1).</p><p>&nbsp;</p><p style="margin-left:36.0pt;">5.&nbsp;&nbsp;&nbsp;&nbsp; &nbsp;The problem of employees motivation was revealed (only one of the five interviewed employees believes that staff is motivated enough).</p><p>&nbsp;</p><p style="margin-left:36.0pt;">6.&nbsp;&nbsp;&nbsp;&nbsp; The relation between unsolicited dismissals of employees and company&rsquo;s personnel management routines (such as selection, recruitment, motivation, adaptation) noncompliance was found.</p><p>&nbsp;</p><p>&nbsp;</p><p>&nbsp;</p><p>&nbsp;</p><p>&nbsp;</p><p>&nbsp;</p><p>&nbsp;</p><p>&nbsp;</p><p>&nbsp;</p><p>&nbsp;</p><div><br clear="all" /><hr align="left" size="1" width="33%" /><div id="ftn1"><p><a href="#_ftnref1" name="_ftn1" title="">[1]</a> http://dominiak.ru/lrc/locq.html</p></div><div id="ftn2"><p><a href="#_ftnref2" name="_ftn2" title="">[2]</a> http://dominiak.ru/lrc/locs.html</p></div></div><p>&nbsp;</p>

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