Abstract
This study explores the emerging trends in employee retention strategies in a globalizing economy, with a focus on Nigeria. The paper argues that globalization has enhanced the mobility of labor, and has also accelerated the rate of employee turnover in organizations in Nigeria. The paper identifies some of the reasons for turnover to include inequity in the compensation packages of organizations, employees’ dissatisfaction and autocratic managerial pattern in most organizations in Nigeria. It further identifies the effects of turnover to include disruption in production, cost of training new employees, the recruitment and selection cost and knowledge lost. As a panacea to minimize the rate of employee turnover and catch up with the current demands of global economic needs and organizational performance, the study proposes that organizations in Nigeria should adopt critical sustainable retention trends such as establishing a strategic plan, involving employees in decision-making process, initiating personalized compensation plan, installing mechanisms for career planning, training and development and building flexible work programs especially for critical knowledge - employees. These will help to retain core employees that will competitively drive the production wheel in the organizations in Nigeria in this era of globalization.
Highlights
The emerging trend in today’s fast-changing competitive business environment occasioned by globalization has presented evident challenges before the Human Resources professionals
It is suggested that since turnover is an index of organizational effectiveness, it requires the attention and comprehensive understanding of information on turnover. This will be relevant for planning, prediction and control of resources for organizational managers to check mate the effects associated with turnover in the organization, especially in Nigeria
This study revealed the need for sustainable retention strategies in organizations in Nigeria
Summary
The emerging trend in today’s fast-changing competitive business environment occasioned by globalization has presented evident challenges before the Human Resources professionals. This development has dramatically changed human resource practice in the area of attracting skilled employees into organizations, and most importantly is the strategy for retaining them (Samuel, 2008; Nwokocha, 2012). This behooves on management to create an enabling and sustainable critical culture and strategies to work out retention systems and structures for their existing core employees in these contemporary organizations This is pertinent because according to Czkan (2005), the motivational strategies used to attain retention in the past are or may no longer be appropriate to motivate critically talented and mobile employees to remain, thereby increasing the rate of turnover.
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