Abstract
Employee turnover is stated as a huge issue concerning business organizations in Qatar. The organizations in the food and beverage industry of Qatar try to retain the employees by using suitable and appropriate human resource policies. Consequently, the paper analyzed the influence of human resources management practices on employee’s retention in the food and beverage industry of Qatar. In the present study, the researcher used a simple random sampling method to select the employees in the F&B industry in Qatar to minimize the chances of sampling error or fluctuations and biases in the data. According to the sample size calculation, 41 samples were used for data collection. But only 35 respondents were given responses to questionnaire filling. Therefore, 35 samples were only used in this study. Thus, a survey questionnaire was the research instrument. The questionnaire contained 14 close-ended questions, divided, into two sections, demographic and non-demographic. Considering the study objectives, the quantitative, data analysis method was applied in this study. The survey responses were converted into numeric values as those were collected through a replicable scale. Inferential, reliability, correlation and multiple regression analysis were applied to test the hypotheses. The study concluded that HR Recruitment policy, Training, and development program, Performance appraisal system; Reward system are important determinants of employee retention in the food and beverage industry of Qatar. Specifically, the reasons for increasing employee's turnover are lack of growth opportunities, poor communication, improper promotional activities, and misalignment of culture and value system, lack of decision-making ability, employee welfare, work-life imbalance and regular changes in job responsibilities. The study, therefore, recommended the following: greater employee’s involvement in the HRM policy formulation and implementation, improved employee’s compensation, social recognition, efficient top management support, as well as improved training and development in the food and beverage industry in Qatar.
Highlights
Employee’s retention is largely met and satisfied by the kind of Human Resources (HR) practices and policies that are adopted in an organization (Olayisade & Awolusi, 2021)
Employee turnover can be stated to be a huge issue for any business organization related to this industry in Qatar (Bratton and Gold, 2017)
The researcher collected primary data through a survey on the employees, who had left their previous organizations in the Food and Beverage industry in Qatar in the past 6 to 12 months of the survey
Summary
Employee’s retention is largely met and satisfied by the kind of Human Resources (HR) practices and policies that are adopted in an organization (Olayisade & Awolusi, 2021). A good Human Resources Management (HRM) helps in the accurate amount and kind of employee retention in an organization as well as in the whole of the food and beverage industry This amount of employee retention affects the overall employee turnover in an organization. Employee turnover can be stated to be a huge issue for any business organization related to this industry in Qatar (Bratton and Gold, 2017). The organizations try their utmost to manage and retain employees by making use of suitable and effective HR policies and practices to make the maximum out of the people working in their respective concerns.
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