Impact of the determinant factors on Employee Retention

  Mehta et al. (2014) stated that, the various reasons mentioned for employee attrition aredissatisfaction with internal job postings, work profile, personal causes and finally dissatisfaction with compensation/salary. So for better retention of talent organizations must improve pay/compensation and benefits and also factors like good working conditions, flexible work timings, cooperative teams, good bosses, culture and values of the organization. Haider et al. (2015) further argued that, remuneration is the foundation on which the employeeemployer relationship is determined and also shows the indication of expression of appreciation from an employee. It also increases the competition among the organization demands to retain more and more competent employees who can ensure the sustainability of the organization. 28 Moreover, Irshad and Afridi (2007) viewed that the compensation plays significant role in attracting and retaining good employees, especially those employees who gives...

 

 

According to Patra and Singh (2012), career development is a system which is organized,formalized and it’s a planned effort of achieving a balance between the individual career needs and the organization’s workforce requirements. The rapidly growing awareness makes it obvious that people can give the firm its leading edge in the market place. The new challenge for the HR professionals is to identify the developmental strategies which can inspire the commitment of employees to the firm’s mission and values so that the employees become motivated and help the firm to gain and maintain a competitive advantage.Al-Sharafi et al. (2018) further argued that, career development considered as one of the human resource practices that help in retention management issue. Many studies mentioned it as one of the main retention strategies. Studies have shown that a lack of career development opportunities within an organization leads to high employee turnover. In contrast, organizations that implement...

 

  Training and Development   In today’s world, where the life cycle of technology and products become shorter and shorter, update employees’ knowledge and skill become more critical for both organizations and employees. In this regard, employees expected to learn new skills and knowledge to improve themselves and the work they do. It is important to them to feel that they are learning, growing and remaining competitive comparing to their industry peers. Thus, organizations that provide continuous training and skills upgrading programs can maintain their competitive advantage and at the same time are more likely to satisfy and retain their valuable employees. In addition, organizations also benefit from these training programs in term of increasing organizational competitive advantage, effectiveness, and profitability (Al-Sharafi et al., 2018). According to Irshad and Afridi (2007) an investment on employee Training and development is considered important factor in employee ret...

 

  Employee Retention The biggest challenge that organizations are facing nowadays is retaining and securing the skilled employees since they play an important role in any organization, because employees’ knowledge and skills are essential for companies to gain competitive advantage.According to Silva et al. (2019) Employee retention is one of the major problems that every company faces in this competitive environment. The big business challenge is to align your goals with the growing demand for a balanced organizational climate that meets basic human needs and  where work is synonymous with personal fulfillment. Shoaib et al. (2009) emphasized the Retention as “the ability to hold onto those employees you want to keep, for longer than your competitors”. Furthermore, studies have also indicated that retention is driven by several key factors, which ought to be managed congruently: organizational culture, communication, strategy, pay and  benefits, flexible work schedule an...