Abstract of Dissertation

Agency : Human Resources, HR Costs, Staff Turnover, Attrition Level

Objective : 1. To conduct a study to define what staff turnover is, and investigate how staff turnover is measured.2.To determine the level of attrition existing in Max Super Specialty Hospital, Bathinda.3.To determine factors (individual, job, organizational, and environmental factors) that impact the staff turnover.4.To identify the factor most responsible for this level of attrition.5.To understand the exit process for an employee in the hospital.

Background : For hospitals, the most important assets are not the buildings or the technology; it is the workforce, the individuals who directly or indirectly care for patients. HR costs are about 30 per cent of the total hospital cost. Salaries increase from 12-14 per cent every year. With increasing demand for talent both within the country and 83 internationally, the challenge for any human resource department is attraction and retention of staff. Every trained person becomes an asset of considerable value and presents management with challenge of keeping him/her satisfied and settled. Excessive turnover is costly, disruptive and self-perpetuating. Staff turnover/Attrition can be described as the total movement of employees in and out of an organization (Grobler, Warnich, Carrel, Elbert & Hatfield 2006, p.123).The replacement of one worker is bound to disturb the rhythm and harmony of teamwork that plays a crucial role in the attainment of efficiency and productivity in the organization. The challenge is thus to reduce this level of attrition in order to minimize the effects of attrition on the total proper functioning of the organization and also to reduce the financial loss incurred by the hospitals as a result of this level of attrition.

Methodology : The type of study was descriptive. It was conducted in Max Super Specialty Hospital, Bathinda, and Punjab. The study subjects comprised of the doctors, nursing staff, support and paramedic staff. A sample size of 132 filled questionnaires was received from the existing staff. Sampling was convenience sampling. The study was conducted from 3rd February, 2014 to 20th April, 2014. The primary data was collected by the administration of questionnaires. A total of 160 questionnaires were distributed depending upon the availability of the staff, out of which 132 filled questionnaires were received. Secondary data was collected from the HRIS of the hospital. The data was the analyzed using SPSS and was found to have adequate reliability with Cronbach’s Alpha value of 0.871.

Findings : The study was used to understand the trend of attrition amongst the four categories i.e. doctors, nurses, paramedics and support staff. It was found that the highest turnover was seen amongst the physicians especially amongst the junior residents who joined for a short span of time and then left the hospital for higher studies. The top three factors for the employees in a job were potential for growth, remuneration and job security which was consistent with the reasons that they had quit their last jobs for.

Recommendations : Staff turnover is an important issue in today’s scenario and needs to be dealt with at an individual’s level. It is important that individuals feel that they are respected for the work that they do and their contributions to the workings of the organisation are duly recognized. Retention of staff is thus very important in order to maintain the harmony and rhythm of the teamwork and for the maintenance of efficiency and productivity in the organization.