A research by:

Abdul khaliq 301-1609049

Aminullah 301-1609050
Mahmood 301-1604119

Supervisor
Sajida mohammad Tayeb
Topic:

Employee Turnover in organization: A case of Asia pacific Group of companies (APGC)

Introduction:

Asia pacific group of companies was established in 1992 and it is

registered with Afghanistan Investment Support Agency (AISA) under
license number D-56 in Afghanistan. Mr, Haji Ghulam Dastagir Rasoli is
President and Hamed Rasoli is the voice president as well the Managing
director of the company.

Asia pacific group of companies operating and controlling its business

activities from their main office which is located in Kabul Afghanistan.

For over 20 years Asia pacific group of companies has assurance to

providing clients with solid project performance and management. This
commitment, entrenched in the company’s core values, transformed Asia
pacific group of companies from small construction company to an
industry leading national contractor performing divers, complex projects
for both private clients and government.

Asia pacific group of companies accomplished more than 30 projects

successfully for example Pashtany Bank, India embassy and Afghanistan
new parliament building.
Factors behind employee turnover in Asia pacific group of
companies

 Salary
 Security
 Facility

Problem Statement/Research Gap:

To study employee turnover in Asia pacific group of companies
Who is an employee? Employee is an individual whom is hired by
employer for a specific job. Through some specific situations and
conditions such as application form and interview process. After
negotiation and satisfying each other requirement, finally by contracting
their work starts and through resign it takes end.
What is Employee turnover? The amount or percentage of employees
who leaves the organization, due to some reasons and replaced by new
employees.
It is important for every organization to measure employee turnover
annually to estimate the cost of hiring new employees if an organization
having high turnover than competitors it means that employees in that
organization are having shorter rate tenure than other companies in the
industry. High rate of turnover is hazardous for company reputation and
productivity. If worker leave organization it will have bad impact on the
organization.

In current situation of our country that we are suffering economic

instability the high rate of employee turnover creates many challenges to
organizations.
Some organizations are not that much professional that they can
maintain their loyal and skilled employees, and high employee turnover
influences/effects an organization’s Revenue and also the high level of
employee turnover causes problems like:
  Loss on sales
 High cost of hiring new employees
 More expenses on training employee
 Lower performance by new employees
More increases on level of employee turnover will have a result as
decrease in moral of other employees. In case of high rate of employee
turnover the organization try to adjust the work through other employees
till hiring new employees and it will cause over load of work on current
employees and it will lead stress/anxiety to current employees and this
will result lower performance and less productivity of employees.
As well as employee turnover will lessen the attraction of organization for
potential applicants. Also the higher rate of employee turnover will
decrease the employee performance and this is affecting the
products/services of an organization in this case the customer satisfaction
goes down and also affects the sales of an organization.
Research Questions:
What are the factors behind employee's turnover in Asia pacific group of
companies?
What is the effect of employee turnover on the financial performance of
Asia pacific group of companies?
How to determine the solution/recommendation to solve employee
turnover?

Research Objectives:
To study factor behind employee turnover in Asia pacific group of
companies (APGC)

To study the impact or effect of salary on employee turnover in Asia

pacific group of companies (APGC)
To study the impact or effect of Security on employee turnover in Asia
pacific group of companies (APGC)
To study the impact or effect of Facilities on employee turnover in Asia
pacific group of companies (APGC)
Research Hypothesis

H1: Salary of employees positively effects employee turnover.

H2: Security of employee positively effects employee turnover.
H3: Facility of employee positively effects employee turnover.

Chapter number two

2. Literature review
Basically literature review means to collect data from altered sources, like Internet, Business
journals, articles, new papers, books and etc. our research project will consider on employee
turnover on Asia pacific group of companies (APGC). Furthermore we will review that other research
conductors and writers that how they found these factors which how it influences industry in
interrelated business, in order to give feedback and suggestions to Asia pacific group of companies
(APGC) and similar businesses. Over all we can say that literature review is a modest summary of
data gathered form variety of sources.

2.1 Employee turnover definition

Employee turnover is the percentage of workers who leave the firm.
Evaluating employee turnover will help employer to examine turnover
reasons and estimate hiring cost, also evaluating employee turnover can
be very useful to human resources management to determine need of
human resources in organization better and manage the need of human
resources. (Mayhew, February 05, 2019)Through a particular time frame,
the estimation of employees who leave the organization is called
employee turnover measurement. Basically in annual basis, although in
an organization during employee turnover measurement, also the
outcomes of turnover can be put on other individual parts whiten an
organization.https://www.bamboohr.com/hr-glossary/employee-turnover

Employee/workers turnover, is to find out how many stuff are separating

from the particular firm, it is a good technique to extract that employees
separation is more than the expectation of the firm. Employee/workers
turnover also conclude quitting of current employees, those who resign, or
those who discharged on retirement. On the other hand those firms who
estimates or measure their employee/workers turnover they should

distinct all mentioned types to better manage them (Jim Wilkinson, April
7, 2014).
https://strategiccfo.com/employee-turnover/
In terms of human resources, employee/workers turnover is to inspect the
stability period of employees whiten the organization and to understand
when you need to replace them, generally the separation of employees or
workers from your organization is known as employee turnover. (Carol
Wood)https://study.com/academy/lesson/what-is-employee-turnover-
definition-cost-reasons.html

Turnover of employee denotes the measurement of employee who leave

the firm in indomitable period of time. And in this case obviously it is
measured annually. Determining of the workers turnover amount is a very
essential and vital procedure. In this way it will support human resources
directors to measure assigning price and workers retaining for financial
plan determination. According to that, also you can spread on workers
turnover determining to subgroups in the same case, like a necessity for
haring, or demographic groups. (Will Rose, August 14th,
2019)https://futurefuel.io/employee-turnover-definition/