Human Recourses Management
Razmadze Nutsa
Caucasus School of HUMANITIES AND SOCIAL SCIENCES
Course: Psychology
Lecturer: Lela Salakaia
Tbilisi, 2025
TalentPulse Ltd – Home Assignment
TalentPulse Ltd has been growing very fast, and because of that the company is starting to
face several HR issues. One big problem is that employee turnover went up from 12% to
22% in just one year, and many people leaving are from customer service. According to the
exit interviews, employees mostly leave because they don’t really see clear career
opportunities, the workload feels too heavy, and managers don’t give enough feedback.
Because of this, people probably feel like the company cannot support them long-term, so
they start looking for better jobs elsewhere.
Another problem is the drop in employee engagement. The score went from 8.4 to 7.5,
which is a pretty big decrease. If employees don’t get feedback, and if they can’t see how to
grow inside the company, of course they won’t feel motivated. Also, since there is no formal
performance management system and the training budget stayed the same even though
the company is growing, employees might feel that the company doesn’t invest in their
development, which affects their engagement.
A third issue is that HR processes have not kept up with the company’s growth. There are
only a few HR people managing 250 employees, and many important processes (like training
and performance evaluation) are either missing or not developed enough. When employees
don’t have guidance or development plans, it becomes harder to stay motivated and
engaged.
If we look deeper at the high turnover issue, the causes seem pretty clear. Employees don’t
know how they can build a career inside the company, they feel overwhelmed with work,
and their managers don’t give them regular feedback. All of this makes people feel stuck.
High turnover also affects productivity because new employees need to be trained all the
time, and customer service quality goes down because there are always new people
learning the job.
There are several practical things the company could do in the next couple of months. For
example, they could start doing simple monthly meetings between managers and
employees just to check how things are going and give feedback. Another idea is to make a
basic career path document so employees can see how they might grow inside the
company. Also, some short and simple training sessions for customer service could help
people handle the workload better and feel more confident. These are not complicated
things and can be done quite quickly.
If we compare the engagement drop and the turnover increase, it kind of makes sense that
they are connected. When engagement goes down, people don’t feel very connected to the
company anymore, so they start thinking about leaving. If employees don’t feel supported,
they become less motivated, and eventually they might decide to find another job. So the
lower engagement score is probably related to why turnover got higher.
From a psychological point of view, most people want to feel appreciated and see progress
in their work. If the company starts giving more feedback, offers development
opportunities, and shows recognition, employees will feel more valued. When people feel
supported and believe the company cares about their growth, they are more likely to stay
longer and try harder in their job.