The organization was selected due to theThe organization was selected due to the

The objectives of this research have
five which was derived from the independent variable and dependent variables:



is the effect of turnover cost can give impact towards financial performance

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employee’s attitudes relate to their engagement at work and employee’s


there evidence that high performance work policies are associated with improving
financial performance?


does the turnover, productivity and Human Resource Management effect the
organization’s financial performance?


1.4       Research Objectives


1.4.1) To identify the impact of
turnover on financial performance.


To observe the relationship of productivity of work with finance performance
through employee attitudes.


determine the management of human resources department’s effect on the company
financial performance.


determined which factors that effecting the financial performance of the most.




1.5 Scope
of Study


research study will be conducted at the Public Listed Companies(PLC).The
organization was selected due to the suitable criteria of the workplace, where
the company meet the independent variables that will be used in the study and the
organization carry out the
requirement of the research that will be conducted. Besides that, public listed
companies in Malaysia is in the emerging economy, which is currently scarce (Yusof
& Ismail, 2016).In addition, the study will be focusing on independent
variables which are the turnover, productivity, management and human
resource accounting. The research study will be determined which variables will
give most affect towards company’s financial performance. Moreover, through his
study we able to evaluate the effectiveness of human resource department within
the company. The respondent of this research are the employees of the company
who perform the task at the organization as the goal is to obtain more
information and details about the human resources department long with the
variables in the organization.














Significance of the proposed study


Contribution to the Organization

this study, there will be evidence to show that human resource is an
important element in management that able to assist the company to gain
competitive advantage through high performance work practice. Where,
comprehensive employee recruitment and selection procedures and
performance management system 
including  extensive  employee involvement and training which
can help to improve the skills and abilities of the employee within the
organization which can reduce the cost of turnover (Jones & Wright,
1992; U.S. Department of Labor, 1993) and increase productivity and boost
company financial performance. Furthermore, with this study the company
able to achieve its goal as it is the common goal for all companies to
achieved high profit.


Contribution to the Human resource Department

the presence of this study, the organization able to know the existence of
human resource accounting to be cooperated in the organization. This study
allow the organization to used human resource accounting information for
the organization’s day to day decision as where accounting human asset
clarify an explicit recognition that the employee are valuable resource
that an organization and essential part in the mix of resource in the company.


In the
course of this study, we able to realize that, the type of cost that was
actually under the control of organization itself. That is the
controllable cost, as in any area of behavior costing, some types of costs
are controllable through the prudent human resource decision while other
cost is beyond the control of the organization.



Contribution to the Employee

Based on this study, the employee
will know their role in the organization and will provide their best work
and effort in order to contribute toward company’s success as the employee
can see it clearly how they role in the company can affect the company
financial performance.


to the body of knowledge

As the result of this study, the
information within this research can be used as a reference to community
to gain knowledge. Moreover, as this study can act as the guideline for
the further researcher who wish to continue this study.


Definition of terms, terminology and

1.7.1) Financial Performance

In short
term the performance is defined as morale, service and profits of a firm
and for this research the tool for measuring the financial performance is
the financial ratio (Kipkorir et al, 2015). 


1.7.2) Human Resource Department

Department that have the responsibility
to conduct a job analysis in order to ensure smooth work flow within the organization


1.7.3) Turnover

Turnover occurs when an employee
leaves an organization permanently. Not included as turnover within this
definition, therefore transfers within an organization and temporary layoffs
(Cascio, W. F. 2006).


1.7.4) Productivity

Productivity is a measure of the
output of goods and services relative to the input of labor, capital and
equipment. The more productive an industry, the better its competitive
position because its units cost are lower. When productivity increases,
business can pay higher wages without boosting inflation (Cascio, W. F.


1.7.5) Human Resource Management

An over-all approach to
management, comprising staffing, retention, development, adjustment and
managing change (Cascio, W. F. 2006).





human resource management function that deals with every type of reward
that individuals receive in return for performing work (Cascio, W. F. 2006).


1.7.7) Selection

The process of choosing among
candidates or employees for hire promotion (Cascio, W. F. 2006).


1.7.8) Flexibility

The alternative potential uses
where the skill of employee can be applied (Kipkorir et al, 2015). 


1.7.9) Job Flexibility

Quantitative measured can be used
to measure the flexibility of job flexibility for example temporary worker
(numerical flexibility), flexible working hour or qualitatively for
examples job rotation, teamwork, work autonomy, employee involvement and
the used of various abilities (Kipkorir
et al, 2015). 





1.7.10) Retention

Initiatives taken by management
to keep employees from leaving, such as rewarding employees for performing
their job effectively and harmonious working relations between employees
and managers and maintaining a safe, healthy work environment(Cascio, W.
F. 2006).
Capability of an organization to
preserve its employee from leaving the organization (Kipkorir et al, 2015).