the design thinking process will be examined to identify the issue and develop solutions to the organisational problem

TABLE OF CONTENTS Table of Contents .1 INTRODUCTION 2 EMPATHIZE AND DEFINE A Identify B Consequences C Reasons D Current Solutions Retention practices IDEATE AND PROTOTYPE A Using mind-mapping to generate creative solutions B Proposing solutions C How these solutions help to reduce job hopping PROTOTYPE AND TEST 11 ETHICS AND SUSTAINABILITY 13 A Users’ privacy 13 B Users’ security 13 C VIP membership 13 IMPLEMENTATION STAGE 14 CONCLUSION .15 REFERENCE LIST 16 INTRODUCTION In the present circumstances, job hopping has been a pressing problem on the rise that occurs frequently in most organisations Hiring job hoppers is considered a drawback for most organisations, since the employee commitment and loyalty become uncertain (Darmody 2019) In this report, the design thinking process will be examined to identify the issue and develop solutions to the organisational problem The design thinking helps organisations understand the worker needs and solve their problems rationally with complementary approaches (Foster 2019) The design thinking consists of stages including empathise, define, ideate, prototype, test, and implement In the first two stages, empathizing with job hoppers and identifying this pressing issue using several research will be analyzed Next, possible assumptions and solutions will be brainstormed in the ideate and prototype phase In the next two stages, a prototype of solutions will be discussed and tested Ethics and sustainability will also be mentioned Lastly, resources, actions, and activities will be included in the implementation plan to transform vision into action (Dunne 2018) 2 EMPATHIZE AND DEFINE A IDENTIFY Job hopping is an existing organizational problem which refers to the tendency of someone to work in a specific organisation for a short period of time (less than two years) (Pandey 2019) Specified in prior research, mainly young employees including Millennials (born between 1977 and 1995) and Generation Z (born between 1996 and 2015) are found to change jobs frequently (Subin 2021) 21% of Millennials reported that they have changed jobs in 2018 in a Gallup report, “which is more than three times the number of non-millennials who report the same” (Pasch, 2019) Furthermore, Fry (2017) declared that Generation X are even job hopping faster than Millennials Any ambitious employee will naturally have a hard time considering staying loyal to the current organisation or leaving for new career opportunities (Hernandez 2018) Consequently, during this empathise stage, organisations need to spend time observing and engaging with their employees through interviews and surveys, to have a better understanding of their employee needs and to implement improvements in their management B CONSEQUENCES Employees' decision to change their jobs frequently limits the company growth and costs the organization additional expenses Such an act might cost the company the ability to strive for its potential and affect them in the long run against their competitors For instance, recruitment costs include advertising, referral, and agency costs After the recruitment process, managers also need to interview their prospective candidates, put out training costs, and set up an orientation for newcomers Contrarily, job-hopping may appear beneficial to workers and is currently favoured by most of them The transfer to a new organization allows employees to gain new professional networks, different experiences, more opportunities to move up the cooperative ladder However, occasionally hopping to different fields may also brings out numerous disadvantages to their career (Arunsunai 2020) Employers are not likely to hire a job hopper since employees cannot guarantee a secure job for themselves The job-hopper is likely to feel unsatisfied with whatever job that they applied to, and the manager might feel like the job-hopper might leave the company anytime (Larasati & Aryanto 2020) C REASONS According to Leidner and Smith (2013), spending a lifetime at an organization might not fit in this current fast-paced economy As specified by the Bureau of Labor Statistics (Chalabi 2014), the average tenure of employees aged 18 to 34 at one specific company is less than 3.2 years There are many prominent reasons for employees to switch their jobs which include opportunities to earn higher wages, gain more career growth, and work in a better-quality management system (Byriel 2021) For evidence, employees were reported to receive a 1020% increase in salary as they leave their company to work at a different one (Keng 2014) Thereby, their skills and financial state tend to grow at a much faster rate due to the increase in their salaries (Goswami 2020) D CURRENT SOLUTIONS As stated above, Millennials and Gen Z were found to stay and work at one company for a short period of time The old norm of 20 to 30 years working for one has become a thing of the past (The Associated Press 2016) RETENTION PRACTICES Today, organizations are resorting to methods that can help them retain employees and thwart job-hopping efforts by providing more attractive work, development, and promotion opportunities For example, organizations have specific flexible working policies for employees (Rousseau & Shperling 2003) As retention and relatively higher salaries have a direct link (Batt 2002), companies should discuss how worthwhile the salary and promotion policies correspond with employees’ qualifications Additionally, offering employees opportunities to develop their skills is an effective solution (Batt 2002), since employees tend to look for another company if their career is not progressing Therefore, managers should assure employees that their work will make a difference to the organization Offering employees professional development opportunities such as soft skills or technical skills can increase engagement and improve company retention (Forbes Human Resources Council 2020) This is a matter of both the business and the employee Existing solutions are only used by businesses to retain employees without a comprehensive solution for employees They may want to change jobs not because the company is not good, but because they not feel satisfied with themselves 3 IDEATE AND PROTOTYPE A USING MIND-MAPPING TO GENERATE CREATIVE SOLUTIONS Mind-mapping developed by Tony Buzan is a powerful tool that explores the thoughts the brain has on a topic from different perspectives by activating the right and left lobes of the brain together as an alternative to linear thinking (Erdem 2017) It also captures the user’s free flow of ideas using diagrams during brainstorming (Creately 2021) Mind-mapping has an important role in learning and working as it becomes a lifelong learning tool (Erdem 2017) Every brain works differently so different people think differently (Woods 2009) Therefore, mind-mapping is suitable for group work as everyone can contribute ideas Subsequently, ideas can be broken down, compared and analyzed to find out the best solutions We first individually researched possible reasons for job-hopping in Millennials and Gen Z before the meeting to identify the problem and discuss how it will be solved Secondly, throughout the online meeting, all members shared the MindMeister mind map tool and set a 30-minute limit generate their unique ideas freely After that, we reviewed, evaluated, and combined all ideas to develop the optimal solution In the end, the ideas that got the most votes from everyone would become our final solution B PROPOSING SOLUTIONS As mentioned above, job hopping is not only disadvantageous for employees, but also for organizations because of cost recruitment, onboarding, and training Hence, job hopping is the pressing issue that needs to be solved Consequently, a variety of solutions were brought up and each was eliminated by considering the effects to reach a final decision Link to Mindmeister: Mindmeister C HOW THESE SOLUTIONS HELP TO REDUCE JOB HOPPING Through analysis, our group found various fun ideas to reduce job-hopping Those ideas include making the workplace more fun by arranging parties, placing pottery workshops or clay-making stations, and organizing unique contests to encourage positivity in employees' mindsets Besides, offering employees opportunities to work abroad can let them know that their capabilities and skills are trusted Moreover, producing podcasting in various industries, advice on how workers can update their skills is also practical solutions However, these solutions need to come through various elements to cope with the core problems thoroughly For instance, it depends on organizational structure, costs, infrastructure, and type of business Therefore, encouraging employee interactivity, engagement, and communication by joining business networking site applications is the final decision Millennials and Generation Z are identified as heavy users of social networking platforms (Chen et al 2021; Kastenholz 2021) By integrating text messaging, socializing, and social media sites such as Twitter and LinkedIn, organizations can boost innovation capabilities for Millennial and Gen Z collaboration (Benson 2016 & Lavalley 2019) Accordingly, our group's next solution is to implement an app called "U-DECIDE" that assists employees to look for a career associated well with their strengths, interests, better compensation, and opportunities to move into a desirable position To understand their preferences, the user is suggested to a multiple-choice test that questions about their career goals after logging in Our application relies on AI and machine learning recommendation tools that combine content-based filtering and collaborative filtering (Dwivedi 2020) The systems narrow down users' selections and create a targeted resume to highlight their best skills and accomplishments, thereby listing jobs in the Recommend Companies section (Williams 2018) Furthermore, job hoppers will not feel incompetent and unworthy since they can anonymously share their confessions through Confession The section increases the network or community atmosphere chances; thus, they can also learn from the struggles and mistakes of others and prevent them from making the same ones Besides, the Reviews section in our application helps job-hoppers stay updated It allows users to upload and share their expertise with other professionals in their industry, which helps others find an inside track into jobs they may be qualified for but have never heard about For example, which industries are hiring, or which skills are currently in demand Sypniewska (2014) proposed that job satisfaction consists of five motivating factors: verbal acknowledgment, progress, arduous task, accountability, and achievement Hence, through the Achievement section, employees can see what they have achieved throughout the work performance Employees will have a more optimistic mindset when their work is recognized, which increases the chance to remain with the organization (Shah 2019) Besides, the Achievement section highlights their milestones beyond award Our group believes that this can somehow reduce the impulsiveness in decision-making that may manifest in some employees as a form of anxiety that causes poor work-life balance and preventing them from advancing their careers (Steenackers & Guerry 2016; Martin & Potts 2009) 4 PROTOTYPE AND TEST At first, the user has to sign in Secondly, three options for the with the code user to choose are wanting to change your current job, wanting to review companies, and others Moving to this step, the user can choose one of four functions to use About ‘achievement’, the user can reflect on their successes since they started to work Next, ‘quick test’ helps consumers get With ‘confession’, users can acquire and the nomination for the job that matches share the knowledge and as well as the difficulties their requirements they are facing ‘Review’ function helps consumers state their point of view about the company they have been working at ‘Recommendation companies’ offers users a variety of suitable jobs through ‘quick test’ 5 ETHICS AND SUSTAINABILITY During the creation of the app's prototype, three ethical and sustainability-related concerns emerged: user privacy, user security and VIP membership Companies operate ethically by defining objectives, tasks, and managing them appropriately (Elms et al 2020) A USERS’ PRIVACY Protecting each user's personal information is extremely essential to prevent others from logging into your personal account, information inequality, unfair and discriminatory information (Hoven et al 2019) To avoid disclosure of information to the outside, 'UDECIDE' will request to login with the code provided through the user's phone number When users encounter logging problems, they can contact the IT group for assistance B USERS’ SECURITY The 'U-DECIDE' application was created for employees to switch jobs less, particularly those in today's young class However, there are several negative consequences for users Some people utilize chatting on the app to defraud others using ‘the depiction of deceptive message production’ to obtain users' sensitive information (Burgoon 2015) As a result, the 'chat box' function has not been applied on 'U-DECIDE' as users cannot put their full trust into this app C VIP MEMBERSHIP Users can upgrade to receive more incentives like being consulted by the task-oriented psychologists Job orientation is considered a continuous process and a vital part in every organization (Rabha 2021) However, when not properly guided, employees can be put under pressure easily due to their tasks As a registered member, VIP users can get free support on matters of work and psychological counselling because of the heavy workload 6 IMPLEMENTATION STAGE Our implementation plan is estimated to be a 4-month plan, consisting of activities including budget plan, content building, development & design, resources (hiring employees), testing & adjustment, and marketing Among them, we anticipate that content building would be the most interesting process since this is driven by collaboration between psychologists and content builders 7 CONCLUSION In conclusion, job hopping could cause a negative impact on employee careers but also massive costs for organizations Accordingly, applying Design Thinking methodology, the paper has written an in-depth analysis of job hopping which is the problem on the rise Through stages, the most creative and practical solution has been established, introducing an application by the name of “U-DECIDE” This app, targeting potential job hoppers, helps them realize who they are and keep motivated with various features Although three ethical issues have arisen in the Test stage, they have successfully been prevented Lastly, activities in the implementation plan are conducted for months 8 REFERENCE LIST Arunsunai, M 2020, Are Job-Hopping bad for your Career?, LinkedIn, 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Millennials and Gen Z before the meeting to identify the problem and discuss how it will be solved Secondly, throughout the online meeting, all members shared the MindMeister mind map tool and set