The Impact of Human Resource Training on Employee Turnover in London

Abstract

Purpose: The study aims to investigate the effect of human resource training on employee turnover in London.

Methodology: The study adopted a desktop methodology. Desk research refers to secondary data or that which can be collected without fieldwork. Desk research is basically involved in collecting data from existing resources hence it is often considered a low-cost technique as compared to field research, as the main cost is involved in executive's time, telephone charges and directories. Thus, the study relied on already published studies, reports and statistics. This secondary data was easily accessed through the online journals and library.

Results: The literature review indicates that human resource training can significantly impact employee turnover in London. Specifically, research suggests that training programs can improve employee job satisfaction, increase employee engagement, and enhance organizational commitment, all of which can contribute to reducing turnover rates. Furthermore, the review highlights the importance of training program design, delivery, and evaluation in achieving positive outcomes. Effective training programs should be tailored to the specific needs of employees and organizations, utilize a variety of training methods, and be regularly evaluated to ensure their effectiveness. Additionally, the review suggests that factors such as organizational culture, leadership, and employee motivation may influence the impact of training programs on turnover rates. Overall, the findings suggest that human resource training can be a valuable tool for reducing employee turnover in London, but more research is needed to determine the optimal training strategies for different types of organizations and employees.

Unique Contribution to Theory, Practice and Policy: This study shows that human resource training programs can reduce employee turnover rates in London. Effective program design, delivery, and evaluation are important, and factors like organizational culture, leadership, and employee motivation can influence their impact. Organizations should invest in tailored, diverse, and regularly evaluated training programs. Policy makers should prioritize training policies that promote well-being and organizational performance.