Employee retention research papers pdf

A strong retention strategy, therefore, becomes a powerful recruitment tool. By delving into this project paper, the author intends to have better insights into how staff turnover and retention is thought up, formulated and then imparted down. The author hopes to have an in-depth understanding as to how the staff members reconcile the need to become more strategic with the demands of managers to carry out the traditional personnel roles.

Crafting the Employee Value Proposition. In , Libby Sartain, chief people officer, arrived at Yahoo! A short summary of this paper. Download Download PDF. Translate PDF. Organisation culture, pay and remuneration, flexibility and job satisfaction highly influence the retention rate for any company. The paper provides the prevalent and potential reasons for an employee to leave his job and also talks extensively about the problems faced by an organisation associated with the high employee turnover.

The paper elaborates on the retention factors such as training, skill recognition, career development, etc and helps in understanding the importance of effective communication and employee motivation for the cause of employee retention. All the time, and sometimes money spent developing a relationship and sharing business strategies with a very important person you trusted went out of the window.

It are often recalled how you felt about the organization, represented by your client. Their reputation becomes undependable, you lose faith in their business practices and you probably lose interest in operating with them. If you feel so about other corporations, then your clients will feel the same about yours and hence comes the concept of employee retention.

Employee retention problems are emerging as the most critical workforce management challenges of the immediate future. Reaches have shown that in future, triumphant organizations will be those which adapt their organizational behaviour to the realities of the current work environment where longevity and success depend upon innovation, creativity and flexibility.

Retention is a complex concept and there's no single formula for keeping employees with an organization. Increasing numbers of organization mergers and acquisitions have left employees feeling displeased with the companies that they work and haunted by concerns of overall job security. As a result, strategic career moves are taken by employees to guarantee and satisfy their need for security.

In a piece of evidence, employee development programs offered by companies are successfully retaining employees Logan, Potential Reasons for an Employee to Leave a Job Key employee retention is critical to the long term health and success of company. Retention starts at the top. Getting and retaining good employees demands focussed, recognized and comfortable policies and procedures that make retention a prime management outcome. To appreciate staff every day and constantly work to keep them on board is the job of the manager.

The HR department alone cannot reduce turnover. Company leaders must establish distinct, significant and positive change for retention processes and programs within all levels of an organization. Clients don't feel confident dealing with a company which cannot hold onto it employees.

It suggests poor management, instability, and a lack of good planning. Regardless whether an individual is let go or leaves on their own accord, more often than not the employee leaves with a bitter taste in their mouth. That feeling is taken with them — along with the skills they learned while working for you — and their sentiments often usually repeated to future employers and their personal network.

Retention Factors Agrela, et al states the necessity to focus on the factors that affects retention leading to growth and success of organizations. By using our site, you agree to our collection of information through the use of cookies.

To learn more, view our Privacy Policy. Log In Sign Up. Download Free PDF. Download PDF. A short summary of this paper. Sesha Giri1, Mrs. Attrition is a buzz word in the industry today. A strong retention strategy is an essential for retaining the employees and it leads to help with the survival of the organization in the long run. The authors in this article throw a light on how to retain employees and also studied an automobile organization as a case study.

Sesha Giri and Mrs. Vol 1, Issue2, April,, Art. Employee retention is beneficial for the organization as well as the employer. Effective employee retention is a systematic effort by employers to create and foster needs in an environment that encourages current employees to remain Retention of key employees is crucial and it is the long- employed. The components of strong retention are term perspective to an organization.

Employee retention motivating employee by awards and rewards, perks, matters, as organizational issues such as training time career advancement schemes, training programs and also and investment, lost knowledge, insecure employees, and conducts exit interviews take corrective action on any a costly candidate search is involved.

Hence, failing to dissatisfaction expressed by the past retain a key employee is a costly proposition for an employee. Retaining best employees ensures customer organization. Various estimates suggest that losing a satisfaction, increased product sales, satisfied colleagues middle manager in organizations' costs up to five times and reporting staff, effective succession planning and his salary.

Corporations are facing a lot of problems in deeply embedded organizational knowledge and employee retention these days. Hiring knowledgeable learning. Employee Retention involves taking measures people for the job is essential for an employer, but to encourage employees to remain in the organization for retention is even tougher and crucial than hiring. The study Intelligent employers always realize the importance of showed a positive result, but an insignificant retaining the best talent.

Retaining talent has never been relationship between employee retention and so important in the Indian scenario; however, things have factors like job analysis, adequacy of changed in recent years. There is no dearth of information, management-employee opportunities for a talented person. That is the top relationship and participation in decision organizations are at the top because they value their making.

He identified that job training, employees and they know how to keep them glued to the compensation, benefits and supervisory organization. Intelligent employers always realize the treatment have a strong negative relationship importance of retaining the best talent. Retaining talent with employee retention, where as other factors has never been so important in the Indian scenario, of Rto R are play neutral role in retaining however, things have changed in recent years.