Answer

Outline:

Introduction

Employee satisfaction is today one of the most elusive targets for contemporary human resource managers. In antiquity, career trajectories of employees would be easy to define as most workers hardly changed jobs. However, the modern workplace is filled with discontented employees who will change jobs at the slightest opportunity. According to Sinha and Sinha (2012, p.145), the apparent dichotomy between employers’ interests and employee needs breeds dissatisfaction, and a principal attribution of employee retention problems.

Problem and Research Questions

A cursory peek into commercial bank data, and specifically Guardian Bank, reveals a glaring mismatch between profitability and employee turnover. Loan‐Clarke, Arnold, Coombs, Hartley, and Bosley (2010, p.399) posit that as banks rake in higher profits each year, other undesirable concomitants are also reported: Lack of a clear employee development trajectory, poor employee-supervisor relationships, and unrealistic targets.

Goals of the Study

This report attempts to highlight the main factors affecting employee retention at Guardian Bank by narrowing on the following metrics among others: career development strategies for employees, training and capacity building opportunities, mentorship programs, employee motivation schemes, among others.

Research Questions

The following questions, which seek to address employee retention problems at Guardian Bank, are considered as the basis of this report:

• What is the relationship between career growth opportunities on employee turnover?
• To what level does employee-supervisor relationship influence employee retention?
• Does training and capacity building opportunities limit employee exit at Guardian Bank?
• To what level does employee motivation contribute to employee retention?

Synopsis of Analysis Approach

The data will be analyzed by reducing the overall research population to manageable sample sizes, and subjecting the same to statistical analyses. Measures of central tendencies and dispersion would be employed to obtain mode, median, mean, variance, standard deviation, errors, and percentile values. Further, deductive statistics will be applied to show correlation among associated variables. Taylor, Bogdan and DeVault (2015, par 9) recommend that for factors which are strongly correlated with employee exit, a multiple regression model was employed according to the expression: y = ᴧ_o + ᴧ₁x₁ + ᴧ₂x₂ + ᴧ₃x₃ + ….

The multiple regression formula will be useful for generation of tables and charts for easy interpretation (Taylor, Bogdan and DeVault 2015 para 10). Finally, the information from analyzed and presented data such as frequency distributions and percentages will then help in answering the research questions.

Proposed Methodology and Research Design

The methodology that will be used consists of research design, population size and sampling design, methods of data collection and analysis and procedures. The aim of the adopted methodology will be to aid presentation of data into graphs and tables so as to answer the research questions.

Research Design

Research design is considered as a framework upon which answers to the research questions are sought (Taylor, Bogdan and DeVault 2015, para 3). The study will be conducted through qualitative analysis of the research questions based on responses from questionnaires and interviews. The research sample will be obtained through a combination of cluster sampling, stratified and random sampling techniques.  Data obtained from the study will be analyzed through statistical methods.

Population

The sample will consist of 300 individuals drawn from various departments of Guardian Bank.

Sampling Design

The research population will be obtained by an aggregate of random sampling, stratified sampling and cluster sampling techniques so as to a representative research population on the basis of age, gender, social status, and cultural beliefs.