The interview programme

The interviews were carried out in two phases. The first phase was between October 2008 and March 2009 and the second phase was between January and March 2010. The in-between period gave an opportunity to reflect and analyse the data in hand before continuing with the second phase of data collection. Interviews with the respondents were carried out in a semi-structured manner and involved open-ended questions. Semi-structured interviews are recommended for qualitative studies including for grounded theory studies because they allow the researcher to ask questions in the same way each time, but at the same time allow flexibility in the sequence of questions and the depth of exploration (Patton, 2002).

The interviews were recorded by taking notes and, whenever necessary, by using a tape recorder. The decision to take notes was made following Lincoln & Guba’s (1985) strong support for such a method. The authors recommend taking notes for several reasons: 1) participants feel comfortable, 2) the researcher remains responsive and alert to what is being said, 3) it is not subject to mechanical disadvantages that are associated with electronic recording, 4) ready access to go back to earlier points of discussion, and 5) enables the researcher to document thoughts consistently.

This section explains the leading questions asked to each group:

Interviews with senior managers

The leading questions asked to senior managers are as follows:  Can you tell me about the company.

General question and to gain more information about the company.  What is the role of people in achieving the company goals?

To understand how the senior manager views their employees and the importance accorded to employees in achieving company goals.

 How do you view the HRM department in your company?

To understand how the senior manager views the HRM department and the role/status of the department in the company.

 What is your opinion of the employee related problems in the ICT industry in Malaysia? To understand the senior manager’s opinion on the employee turnover problem.

 How do you view the company’s employee retention ability?

To understand the senior manager’s opinion on the company’s employee turnover/retention.  What are your main challenges?

To understand the problems faced by the employer and to gauge whether the problem is related to employee turnover.

 How are the human resource practices formulated?

 What are the key strengths of the company in managing its employees? To understand the company’s strong points.

In companies where the senior managers undertake HRM responsibilities, they were also asked about the human resource practices. These questions were similar to the ones asked to Human Resource Managers in other companies.

Interviews with the Human Resource Managers

The Human Resource Managers were asked the following leading questions:  What is your area of responsibility?

To understand scope of duties.  Whom do you report to?

To understand reporting chains in the company and the structure of the HRM department.  Is HRM a separate department or does it exists as part of some other departments? To understand the company’s organisation structure.

 Please explain the human resource practices that you have in your company.

To understand the company’s human resource practices and to answer research question one.  What is the employee turnover rate in your company?

To understand the company’s employee turnover situation.

 What is the role of the human resource department in the company?

To understand the position and function of the human resource department in the company.  What are the pulling factors for people to stay on in the company?

To understand the company’s strengths in relation to retaining employees.  What are the main reasons for people to leave?

Interviews with the ICT employees

The ICT employees were asked the following leading questions:

 What is your job designation? Please explain your main responsibilities in the company. General question and to understand scope of duties.

 Who do you report to and who are your subordinates?

To understand the reporting chain as well as to assess an employee’s position and workload in the company.

 Why did you join the company?

To understand reasons for joining the company / organisational factors which were attractive to an employee.

 How do you view the human resource department in your company? To understand employees’ perceptions of the human resource department.

 How do you view the human resource practices in your company?

To understand employees’ perceptions of the human resource practices experienced by them.  What do you like about working here?

To understand favourable factors which encourage employees’ to continue employment in a particular company.

 What do you not like about working here?

To understand factors which employees dislike about working in a particular company.  What is your career plans in the near future?

To understand whether they intend to remain with their present employers or resign in the near future.