Factors And Methods For Selecting A Research Project

Identification of Factors that Contribute to the Process of Research Project Selection

This chapter will help the researcher in shedding light on the different tools of methodology that can be used for conducting a research. In addition to, the chapter highlights the use of specific methodological tool for this particular research along with suitable justification for using the particular research methodology. The chapter also states the particular ethical considerations the researcher followed while data collection and data analysis.

Types of research methodologies	Chosen methodology
Research Design	Descriptive Save Time On Research and Writing Hire a Pro to Write You a 100% Plagiarism-Free Paper. Get My Paper
Research Philosophy	Positivism
Research Approach	Deductive
Sampling Technique	Random sampling technique
Sample Size	151 employees of Honeywell Fire Systems
Data Collection process	Survey
Data Analysis process	SPSS

Table 2: Research Outline

The three frequently used philosophies in research used while conducting research includes pragmatism, interpretivism and positivism. As commented by Mackey and Gass (2015), the concept of positivism philosophy highlights considering the quantifiable observations that are derived from the statistical analysis. Only scientific testing can validate positivism philosophy but restricts the researcher from data collection and analysis. The pragmatism philosophy is a combination of both positivism and interpretivism philosophy. As a result, the philosophy highlights conducting statistical analysis as well as considering the viewpoints of various researchers and authors. According to Taylor, Bogdan and DeVault (2015), interpretivism philosophy is defined as the concept of considering the perspectives and viewpoints of several researchers. This allows the researcher to consider, compare and contrast the viewpoints and opinions of several researchers for a particular topic.

Positivism philosophy has been used by the researcher in the case of this work. The primary reason for using positivism philosophy is that it allowed the researcher to analyse the collected data by conducting statistical analysis thereby, validating the truth of the collected data. Therefore, in order to determine the impact of employee motivation on employee retention, statistical and scientific analysis is possible by using positivism philosophy.  

While conducting the research, inductive and deductive are the most frequently used research approaches. As mentioned by Silverman (2016), the concept of deductive approach highlights the formulation of research hypothesis based on the previously existing concepts and existing theories. Thus, observations are made depending the the previously existing theories and concepts. The use of deductive approach allows the researcher to understand whether the research objectives and aims are fulfilled. On the other hand, the concept of inductive approach highlights developing new concepts and theories based on the observations (Vaioleti 2016). Thus, the researchers have to find new approaches and patterns based on the observations gathered while conducting the research. In the case of an inductive approach, the focus of the researcher shifts to research observations from research aim and objectives.

In the case of this research, deductive approach has been used by the researcher. This provided an opportunity for the researcher to convert general information to relevant information by supporting the facts with the research objectives and aims. Moreover, deductive approach enabled the researcher to test the research objectives and aims by analysing the impact of motivation for the employees of Honeywell Fire Systems.

Review of Key References

The common designs of research are the exploratory, explanatory and descriptive research designs, which are used for conducting the research. As commented by Flick (2015), the concept of explanatory design highlights explaining the reasons of the occurrence of a particular phenomenon. Thus, the researcher is able to predict the future occurrences of a particular factor in terms of the research aim and objective. On the other hand, exploratory design is defined as the concept of testing the research aim and objectives. This allows the researcher to clarify the concepts and theories in with respect to the research topic. The explanatory and exploratory design combines to form descriptive research design. Thus, this enables the researcher to discuss the traits of a particular population. Due to the dual nature, the researchers mostly use descriptive research design.

In the case of this research, the researcher has used descriptive design. This allowed the researcher to conduct and complete the research by using the dual nature of explanatory and exploratory research design. As a result, the research is able to understand whether employee motivation helps in employee retention and to what extent.

Interview, action research, interview and survey are the most used research strategies used while proceeding with the research. In terms of case study research strategy, the researcher indicates to the various case studies with respect to the research topic and studies the real-life factors by analysing the behaviours (Smith 2015). Thus, the researchers refer to already existing secondary resources similar to the research topic. In the case of interview and survey, the researcher is able to gather raw data from a particular population. Lastly, the concept of action research aim towards finding the issues of the research and analysing it.

In the case of this research, the researcher has used survey research strategy. This allowed the researcher to collect raw data from a particular population in respect to the research topic. Moreover, survey research strategy allows the researcher to gather recent data from a large population.

While collecting raw data and information, the researcher needs to implement appropriate sampling techniques. Non-probability and probability sampling techniques are the most widely used sampling techniques while collecting raw data for the research. As commented by Gale et al. (2013), the concept of non-probability sampling technique highlights the uneven and unequal chances of the individuals of being selected as respondents. Thus, the researcher judges the suitability of the participants while collecting the data. On the other hand, probability-sampling technique provides equal opportunities for the participants of being selected in the data collected process.

Production of Research Project Specification

In the case of this research, the researcher has used probability-sampling technique. The researcher has selected probability-sampling technique for the current research. This provided an opportunity for all the participants of being selected for the data collection process. In order to gather data, the researcher has selected the employees of Honeywell Fire Systems as respondents. Out of all the employees of the company, the researcher has considered 151 employees in order to determine the impact of employee motivation in retaining the employees.

Primary and secondary are the most widely used data collection techniques used by the researchers while collecting data for research. Primary data collection technique includes qualitative and quantitative approaches of collecting data. Qualitative data collection technique includes interview whereas quantitative data collection technique includes surveying. Both the primary data collection techniques include gathering relevant and raw data from the respondents of a particular population. On the other hand, secondary data collection techniques highlights gathering data from secondary resources such as journals, books, articles and various internet resources. As a result, the researcher is able to refer to previously existing literatures and researchers with respect to the research topic (Palinkas et al. 2015).

The researcher has selected primary quantitative data collection technique, that is, survey for collecting relevant data for the current research. This enabled the researcher to collect raw data from a huge and specified population while providing equal chances for the participants of being selected in the data collection process. Therefore, all the employees of Honeywell Fire System have equal chances of being selected to share their views on the impact of motivation in retaining employees.

In order to prove the research objectives and aim, analysing the collected data by using primary quantitative data collection technique is necessary. The data collected by primary data collection technique can be presented using graphs, charts, bar diagram and tables. Additionally, statistical analysis can also be conducted for analysing the data collected from the respondents. As bars and charts results in inappropriate and inaccurate data, statistical analysis is generally preferred (Guest, Namey and Mitchell 2012).   

The researcher has selected SPSS in order to analyse the data from the employees of Honeywell Fire Systems for the current research. SPSS is statistical software that uses both batched and non-batched statistical analysis of the data collected during the survey by cross-tabulation. Thus, the researcher has presented the data by using descriptive analysis in terms of frequencies and percentages.

Different Methodologies and Ethical Considerations while Conducting Research

It is evident that the ethical considerations need to be followed while conducting and completing the research. According to the Data Protection Act, 1998, the data collected by the researcher for the research cannot be disclosed without the consent of the participants (Legislation.gov.uk 2017). The researcher needs to ensure that the identity of the participants and the data collected from them are kept confidential. Additionally, the researcher also needs to ensure that the respondents participate in the survey willingly and not forcibly. Moreover, the data collected by the researcher needs to be used solely academic purpose. Lastly, the researcher needs to present the data in original form and without manipulating them.  

In this chapter, it can be concluded that the researcher has used methodological tools that is appropriate for determining whether employee motivation helps in retaining the employees successfully. Additionally, the researcher has also mentioned the ethical considerations followed while conducting and completing the research.

Which age group do you belong to?
	Frequency	Percent	Valid Percent	Cumulative Percent
Valid	22-28	45	29.8	29.8	29.8
29-35	69	45.7	45.7	75.5
36-45	32	21.2	21.2	96.7
46 and above	5	3.3	3.3	100.0
Total	151	100.0	100.0

What are the motivational factors used by Honeywell Fire Systems?
	Frequency	Percent	Valid Percent	Cumulative Percent
Valid	Recognition	21	13.9	13.9	13.9
Responsibility	71	47.0	47.0	60.9
Rewards	36	23.8	23.8	84.8
Promotion	23	15.2	15.2	100.0
Total	151	100.0	100.0

The above frequency table shows the relationship between the age of the employees and the factors that can help in providing motivation to them within the organization. It can be seen that the age group belonging to 29-35 years of age have suggested that they find responsibility to be one of the factors in motivation. This is due to the fact that the employees want to be more responsible within the organization regarding the work that they want to do so that it can help in increasing the productivity of the firm.

Which age group do you belong to? * What are the motivational factors used by Honeywell Fire Systems? Cross tabulation
Count
	What are the motivational factors used by Honeywell Fire Systems?	Total
Recognition	Responsibility	Rewards	Promotion
Which age group do you belong to?	22-28	7	20	10	8	45
29-35	12	34	17	6	69
36-45	1	17	9	5	32
46 and above	1	0	0	4	5
Total	21	71	36	23	151

Chi-Square Tests
	Value	df	Asymp. Sig. (2-sided)
Pearson Chi-Square	23.648a	9	.005
Likelihood Ratio	21.714	9	.010
Linear-by-Linear Association	2.513	1	.113
N of Valid Cases	151
a. 6 cells (37.5%) have expected count less than 5. The minimum expected count is .70.

The Chi-Square test by Pearson suggests that it helps in finding out the statistical relationship between the dependent and the independent variables. The result of the above test can be seen as .005 where as the minimum expected value has to be .70. This shows that there is no statistical association between the age of the employees and responsibility as one of the factors in motivation. The employees would consider rewards and recognition as well so that they can be motivated within the work place.

What is your gender specification?
	Frequency	Percent	Valid Percent	Cumulative Percent
Valid	Male	89	58.9	58.9	58.9
Female	62	41.1	41.1	100.0
Total	151	100.0	100.0

Are you satisfied with the motivational techniques used by Honeywell Fire Systems?
	Frequency	Percent	Valid Percent	Cumulative Percent
Valid	Yes	64	42.4	42.4	42.4
No	63	41.7	41.7	84.1
Maybe	24	15.9	15.9	100.0
Total	151	100.0	100.0

The above frequency table shows the relationship between the genders of the employees and the degree of agreeability in the motivational techniques that should be applied in the organization. It can be seen that most of the male employees of the organization have agreed to the fact they are satisfied with the motivational techniques that are being used within the organization.

What is your gender specification? * Are you satisfied with the motivational techniques used by Honeywell Fire Systems? Cross tabulation
Count
	Are you satisfied with the motivational techniques used by Honeywell Fire Systems?	Total
Yes	No	Maybe
What is your gender specification?	Male	36	43	10	89
Female	28	20	14	62
Total	64	63	24	151

Chi-Square Tests
	Value	df	Asymp. Sig. (2-sided)
Pearson Chi-Square	5.409a	2	.067
Likelihood Ratio	5.413	2	.067
Linear-by-Linear Association	.312	1	.577
N of Valid Cases	151
a. 0 cells (0.0%) have expected count less than 5. The minimum expected count is 9.85.

The test helps in finding out the statistical association between the dependent and the independent variables. The result of the Chi-Square test for the above analysis is coming to be .067 where as the minimum expected value has to be 9.85. This shows that there is no statistical association between the gender of the employees and the level of satisfaction that they will get from the techniques that are being used for motivation within the organization.What is your gender specification?

	Frequency	Percent	Valid Percent	Cumulative Percent
Valid	Male	89	58.9	58.9	58.9
Female	62	41.1	41.1	100.0
Total	151	100.0	100.0

Does employee motivation help in employee retention?
	Frequency	Percent	Valid Percent	Cumulative Percent
Valid	Yes	65	43.0	43.0	43.0
No	65	43.0	43.0	86.1
Maybe	21	13.9	13.9	100.0
Total	151	100.0	100.0

Use of Probability Sampling Technique in Data Collection

The above frequency table shows the relationship between the gender of the employees and the impact that employee motivation have on the retaining the employees. It can be seen from the table that most of the male employees have agreed to the fact that motivating the employees helps in employee retention as well.

What is your gender specification? * Does employee motivation help in employee retention? Cross tabulation
Count
	Does employee motivation help in employee retention?	Total
Yes	No	Maybe
What is your gender specification?	Male	35	41	13	89
Female	30	24	8	62
Total	65	65	21	151

Chi-Square Tests
	Value	df	Asymp. Sig. (2-sided)
Pearson Chi-Square	1.233a	2	.540
Likelihood Ratio	1.231	2	.540
Linear-by-Linear Association	.868	1	.352
N of Valid Cases	151
a. 0 cells (0.0%) have expected count less than 5. The minimum expected count is 8.62.

The Chi Square test analysis helps in finding out the association between the dependent and the independent variable in a statistical manner. The result of the above test has come to be .540 where as minimum expected value has to be 8.62. This shows that there is no statistical association between the gender of the employees and the fact that motivating the employees help in retaining them within the organization. It can be seen that the employees prefer other factors as well rather than simply motivating them.

Which age group do you belong to?
	Frequency	Percent	Valid Percent	Cumulative Percent
Valid	22-28	45	29.8	29.8	29.8
29-35	69	45.7	45.7	75.5
36-45	32	21.2	21.2	96.7
46 and above	5	3.3	3.3	100.0
Total	151	100.0	100.0

Does overtime without pay affect employee retention?
	Frequency	Percent	Valid Percent	Cumulative Percent
Valid	Yes	64	42.4	42.4	42.4
No	64	42.4	42.4	84.8
Maybe	23	15.2	15.2	100.0
Total	151	100.0	100.0

The above frequency table shows the relationship between the age of the employees and the effect of overtime on retaining the employees. It can be seen that the age group belong to 29-35 years have disagreed with the fact that without paying the employees for working extra hours will lead to retention of the employees. The fact that paying the employees to work after their shift timings may will help in increasing the productivity of the organization.

Which age group do you belong to? * Does overtime without pay affect employee retention? Cross tabulation
Count
	Does overtime without pay affect employee retention?	Total
Yes	No	Maybe
Which age group do you belong to?	22-28	19	17	9	45
29-35	26	35	8	69
36-45	16	10	6	32
46 and above	3	2	0	5
Total	64	64	23	151

Chi-Square Tests
	Value	df	Asymp. Sig. (2-sided)
Pearson Chi-Square	5.758a	6	.451
Likelihood Ratio	6.478	6	.372
Linear-by-Linear Association	.947	1	.330
N of Valid Cases	151
a. 4 cells (33.3%) have expected count less than 5. The minimum expected count is .76.

The Chi square test has helped in analyzing the dependent and the independent variable for the above analysis. From the test, it can be found that the result is .451 where s the minimum expected value has to be .76. This shows that there is no statistical association between the age group belonging to 29-35 years and the extra time that they will work without being paid will help in retention of the employees. This shows that the employees of all age groups will require a better pay so that they can work extra after their time of the shift, which may lead to retention of the employees. What is your gender specification?

	Frequency	Percent	Valid Percent	Cumulative Percent
Valid	Male	89	58.9	58.9	58.9
Female	62	41.1	41.1	100.0
Total	151	100.0	100.0

How Honeywell Fire Systems can enhance job satisfaction for improved employee retention?
	Frequency	Percent	Valid Percent	Cumulative Percent
Valid	Positive working environment	32	21.2	21.2	21.2
Increased employee engagement	62	41.1	41.1	62.3
Rewards and recognition	42	27.8	27.8	90.1
Motivating the work force	15	9.9	9.9	100.0
Total	151	100.0	100.0

The above frequency table shows the relationship between the gender of the employees who have participated in the survey and the enhancement of the job satisfaction, which can result in the retention of the employees. It can be seen most of the participants who are males have agreed to the fact that by increasing the engagement of the employees will help in improving the factor of retention of the employees within the organization. the increase in the engagement of the employees will help in increasing the level of productivity.

What is your gender specification? * How Honeywell Fire Systems can enhance job satisfaction for improved employee retention? Cross tabulation
Count
	How Honeywell Fire Systems can enhance job satisfaction for improved employee retention?	Total
Positive working environment	Increased employee engagement	Rewards and recognition	Motivating the work force
What is your gender specification?	Male	17	38	24	10	89
Female	15	24	18	5	62
Total	32	62	42	15	151

Chi-Square Tests
	Value	df	Asymp. Sig. (2-sided)
Pearson Chi-Square	1.015a	3	.798
Likelihood Ratio	1.019	3	.797
Linear-by-Linear Association	.390	1	.532
N of Valid Cases	151
a. 0 cells (0.0%) have expected count less than 5. The minimum expected count is 6.16.

 

Analysis of Data using SPSS and Descriptive Analysis

The result of the Chi Square analysis for the above analysis is .798 where as the minimum expected value has to be 6.16. This shows that there is no statistical association between the gender of the employees and the retention of the employees for enhancing the satisfaction regarding the job that they will perform within the organization. Therefore it can be said that both the genders should get equal importance in being retained within the organization so that it can help in enhancing the level of satisfaction among the employees.

Which age group do you belong to?
	Frequency	Percent	Valid Percent	Cumulative Percent
Valid	22-28	45	29.8	29.8	29.8
29-35	69	45.7	45.7	75.5
36-45	32	21.2	21.2	96.7
46 and above	5	3.3	3.3	100.0
Total	151	100.0	100.0

Does motivational techniques used by Honeywell Fire Systems needs improvements for better employee retention ?
	Frequency	Percent	Valid Percent	Cumulative Percent
Valid	Yes	60	39.7	39.7	39.7
No	60	39.7	39.7	79.5
Maybe	31	20.5	20.5	100.0
Total	151	100.0	100.0

The above frequency table shows the relationship between the age groups of the participants and the improvement that is required in the organization so that it can help in enhancing the retention of the employees. It can be seen that the age group belonging to 29-35 have agreed to the fact that improvement have to be present in the techniques of motivation so that it can help in enhancing the retention of the employees within the organization.

Which age group do you belong to? * Does motivational techniques used by Honeywell Fire Systems needs improvements for better employee retention? Cross tabulation
Count
	Does motivational techniques used by Honeywell Fire Systems needs improvements for better employee retention ?	Total
Yes	No	Maybe
Which age group do you belong to?	22-28	19	14	12	45
29-35	30	28	11	69
36-45	8	17	7	32
46 and above	3	1	1	5
Total	60	60	31	151

Chi-Square Tests
	Value	df	Asymp. Sig. (2-sided)
Pearson Chi-Square	6.929a	6	.327
Likelihood Ratio	7.145	6	.308
Linear-by-Linear Association	.037	1	.848
N of Valid Cases	151
a. 3 cells (25.0%) have expected count less than 5. The minimum expected count is 1.03.

The Chi Square analysis helps in finding out the statistical association between the variables. The result of the above test has come to be .327 where as the minimum value that was expected from the result was 1.03. This shows that there is no statistical association between a particular age group and the improvements that are required in the techniques of motivation for retaining the employees. Therefore, it can be said that all the employees belonging to different age groups have stated that there has to be improvement in the techniques of motivation so that it can help in enhancing the retention of the employees.  

Conclusion

From the above research and data analysis, it can be concluded that employee motivation is extremely crucial for retaining the employees. From the data analysis, it can be said that employee motivation is required regardless of the age of the employees. From the information gathered from the literature review, it is said that the monotonous nature of the work and the pressure results in employee demotivation. For instance, coming to office regularly and performing the same duties, job roles and responsibilities is one of the major reasons of employee demotivation. Even in daily life, individuals need something different that develops interest within them. Similarly, the human resource management need to motivate the employees regardless of their age and gender.

From the literature review, it can be concluded that employees are the backbone of the business organizations. Thus, the performance of the employees determines the success of the business organizations and helps in sustaining in the competitive market. The human resource management needs to consider the distinctive nature and individuality of the employees. Thus, the human resource management needs to consider the individual needs to the employees and aim towards fulfilling them. For instance, the motivating factors differ from individual to individual. As a result, the human resource management cannot use similar motivating factors for all the employees. It is essential for the business organizations to identify the individual needs of the employees and develop strategies for fulfilling them. Thus, it can be concluded that the human resource management needs to identify the individual motivational factors of the employees and aim towards fulfilling them.

From the literature review and the data analysis, it can be concluded that there are different types of motivational factors. For instance, advanced career growth might motivate one employee whereas another employee might be motivated due to job security. Thus, the reasons of being motivated by different motivational factors are solely based on needs and preferences of individual employees. The different motivational factors include job security, monetary benefits, recognition, appraisal, promotion and rewards. Thus, motivating the employees by appropriate motivational factors ensure employee retention. Employee retention is essential for Honeywell Fire Systems as this decreases the rate of employee turnover thereby, saving the business organizations from additional expenses such as recruitment and training.

Identifying and fulfilling the needs and demands of the employees make them feel valued for the business organizations. As a result, they give their best for fulfilling the organizational goals and objectives thereby, enhancing the organizational performance and gaining competitive advantage. In addition to, retaining the employees provides an opportunity for the business organizations to use the skills and experience of the employees for the betterment of the organization. Motivated employees tend to be being associated with the business organization for longer period, as they feel that the organizations value them and their effort. As a result, the employees take initiatives and go an extra mile for fulfilling the organizational needs. The employees consider organizational success as their own success thereby, gaining competitive advantage in the market. Thus, it can be concluded that the human resource management needs to establish and ensure a motivated workforce for retaining their skilful and experienced employees.

Objective 1: To understand the significance of employee motivation for employee retention

Objective 1 is linked with survey question 3 and 4. According to data collected from the data analysis and literature review, it can be said that employee motivation is essential for employee retention. From the literature review, the different motivational factors identified includes performance appraisal, promotion, rewards, positive working environment and work time flexibility. Thus, it is important for the human resource management to identify the individual needs and demands of the employees and aim towards fulfilling them. As a result, the human resource management is able to establish a motivated workforce thereby, retaining them. However, the rate of employee turnover increases thereby, imposing additional charges on the business organization, if the human resource management fails to motivate the existing workforce.

Objective 2: To investigate the various factors of employee motivation and employee retention for Honeywell Fire Systems

Objective 2 is linked with 7 and 8 of the survey question. From the literature review and the data analysis, it can be said that the motivational factors differ based on the individuality of the employees. The different types of motivational factors used by Honeywell Fire Systems include recognition, responsibility, rewards and promotion. The human resource management of Honeywell Fire Systems recognizes the effort and hard work of the employees that helps in motivating the employees. Thus, as the employees feel valued and important for the company, they tend to put in more effort for fulfilling organizational goals and objectives by staying associated with the company for longer period. The company rewards and promotes the employees for their effort as well as gives them responsibilities based on their credibility.

Objective 3: To critically evaluate the impact of employee motivation on employee retention in Honeywell Fire Systems

Objective 3 is linked with survey questions 4, 5, 7 and 8. From the literature review and data analysis, it can be seen that employee motivation positively influences employee retention. From the information gathered from the literature review, it can be suggested that a motivated workforce helps in better employee retention. This is because the employees feel that their effort and hard work is valued by the business organization. In addition to, as the human resource management of Honeywell Fire Systems identifies and fulfils the need and demands of the employees, they feel motivated and prefer to be associated with the company for longer period.

Objective 4: To provide suitable recommendations for maximizing employee retention by improving employee motivation techniques by Honeywell Fire Systems

Objective 4 is linked with survey question 10. According to the data analysis, it can be said that the employee motivation techniques used by Honeywell Fire Systems needs improvement. From the data analysis, it was seen that the motivational techniques used by Honeywell Fire Systems include recognition, responsibility, rewards and promotion. But according to the present needs and demands of the employees, other motivational factors that Honeywell Fire Systems can use includes work time flexibility, increased employee engagement, effective communication, job security and monetary benefits. Ensuring job security at Honeywell Fire Systems will provide an opportunity for the company to assure the employee about the legibility of their job, so that they will put in more effort for improving organizational performance and achieving organizational goals and objectives.

The suitable recommendations that Honeywell Fire Systems can use for improving employee motivation techniques and influencing employee retention includes:

Providing intrinsic and extrinsic rewards: The human resource management of Honeywell Fire Systems needs to ensure both extrinsic and intrinsic rewards to their employees. The intrinsic rewards that Honeywell Fire Systems can provide their employees include job satisfaction, employee engagement and positive working environment. On the other hand, the extrinsic rewards that Honeywell Fire Systems can provide their employees include pay hikes, benefits and bonuses. Providing both intrinsic and extrinsic rewards to the employees will provide an opportunity for Honeywell Fire Systems to establish a motivated work force and ensure employee retention.

Aiming towards fulfilling employee requirements: The human resource management of Honeywell Fire Systems needs to ensure that they fulfil the present and future requirements of the employees. Based on the current situation of the workplace at Honeywell Fire Systems, the needs and demands of the employees change accordingly. Thus, it is essential for the human resource management to be aware of the present needs and demands of the employees continuously. The human resource management of Honeywell Fire Systems needs to communicate with the employees at regular interval so that they are aware of their needs and demands and aim towards fulfilling it.  

Work place and work time flexibility: Another method of improving employee motivation for Honeywell Fire Systems includes providing workplace and work time flexibility. The independency of the employees of selecting the place and time of work helps in motivating them. The employees are aware of their goals and objectives and ensure fulfilling it according top their convenience. Working according to the convenience of the employees ensures greater concentration and effort towards the task. Thus, the human resource management will have to allow the flexible work place and time flexibility.

Creating short-term goals: The human resource management needs to create short-term goals for the employees. This will help in motivating them. The satisfaction and happiness of achieving the short-term goals will the employees of Honeywell Fire Systems to boost their level of confidence. Moreover, the employees will develop the ability to achieve and goals by planning and strategizing by themselves. Thus, the human resource management of Honeywell Fire Systems needs to create short-term goals for the employees that will help in motivating them after achieving the goals successfully.

Conducting regular counselling session: The human resource management of Honeywell Fire Systems needs to conduct counselling sessions at regular interval. This will help in developing better understanding of the current situation of the employees in terms of the problems and challenges faced by them. Thus, the human resource management of Honeywell Fire Systems will have to communicate with the employees at regular interval and conduct effective counselling. This will help in motivating the employees of Honeywell Fire Systems and retain them. This will help in decreasing the employee turnover rate for Honeywell Fire Systems.

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