Employee Retention Strategies Research Articles

The Relationship Career Adaptability on Employee Turnover and Mediation Role of Perceived Overqualification at PT. Kimia Farma Diagnostika

The goal of this study was to identify the effect of career adaptability on turnover intention and to analyze the mediation role of perceived overqualification on employees of PT. Kimia Farma Diagnostika. This study involved 80 respondents with a quantitative approach and SEM-PLS multivariate analysis method for data analysis. This research found that career adaptability showed a positive and significant effect on turnover intention. In addition, it was also found that perceived overqualification partially mediated the relationship between career adaptability and turnover intention. The practical implications of this study are to provide insight to the management of PT. Kimia Farma Diagnostika to design more effective employee retention strategies. Further research is recommended to expand the scope of analysis at the organizational level, consider additional moderating variables, and address existing limitations. Thus, this study makes an important contribution to understanding and addressing employee retention issues in these companies.

Retaining Employees in Indian Private Banking Sector

The Indian banking industry is growing fast and needs talented workers. One of the biggest challenges for banks is recruiting and retaining staff. India's private banks are witnessing a spike in attrition rates, especially among younger, frontline staff. Research on retention strategies and banking industry factors is scarce for private banks. Employee retention strategies in select private banks in greater are studied. HDFC and ICICI banks are among the top five private banks surveyed. It identifies the retention factors and processes that influence employees' decisions to stay with the bank, analyses the similarities in retention strategies across select private banks, groups the banks by similarities, and interprets the relationship between demographics and satisfaction with banks' retention efforts. Descriptive statistics and single proportion test, ANOVA, Chi-square, Rank sum method, Post Hoc test, and paired comparison are used to analyse primary data. Salary, training and development, bonuses, workplace relations, and Medi-claim benefits influence private sector bank employees' decisions to stay. Bank employees expect rewards for their work, reasonable goals, and better communication to stay motivated and work there.

Employee retention strategies adopted in garments industry: A Study Report

Employee retention strategies adopted in garments industry: A Study Report

ENHANCING WORKPLACE SATISFACTION AND RETENTION: THE IMPACT OF EMPLOYEE WELLNESS PROGRAMS IN IT COMPANIES OF BHOPAL & INDORE CITIES

Employee wellness programs have emerged as strategic tools for talent retention in organizations across various industries. In the competitive landscape of the Information Technology (IT) sector, where skilled talent is in high demand, the effectiveness of these programs in retaining top talent is of particular interest. This research paper investigates the impact of employee wellness programs on talent retention within IT companies in Bhopal and Indore, two major cities in central India known for their thriving IT sectors. Through a mixedmethods approach encompassing quantitative surveys, qualitative interviews, and organizational assessments, this study explores the relationship between wellness initiatives and employee retention strategies. The findings reveal a positive association between the presence of wellness programs and indicators of job satisfaction, engagement, and retention among employees. Additionally, the study identifies key factors that contribute to the effectiveness of wellness programs, including their alignment with organizational goals, customization to meet employee needs, and integration into the organizational culture. By uncovering insights into the impact of employee wellness programs on talent retention within the IT sector, this research paper provides actionable recommendations for HR practitioners and organizational leaders seeking to optimize retention strategies and foster a culture of wellbeing in their organizations.

Pengaruh Budaya Organisasi Yang Positif Terhadap Retensi Karyawan di UMKM Bakpia Lanank Jogja

This study aims to explore the positive organizational culture and factors influencing employee retention at Bakpia Lanank Jogja. The research methodology employed a qualitative approach, gathering data through observations and interviews with company employees. The findings indicate that the majority of employees perceive a positive organizational culture, particularly in terms of job security, cooperation, company support, openness, and job appreciation. Additionally, factors such as well-designed job roles, clear career opportunities, and a positive work environment also contribute to employee retention in this company. These results provide valuable insights for company management to maintain and enhance a positive organizational culture and employee retention strategies in the future.

Exploring Employee Retention among Generation Z Engineers in the Philippines Using Machine Learning Techniques

Generation Z represents a significant portion of the current workforce and is poised to become dominant in the engineering field. As the new generation arises, employee retention becomes a crucial topic in the Philippines. Hence, this study explored the factors influencing employee retention among Generation Z engineers in the Philippines using machine learning feature selection (filter method’s permutation, wrapper method’s backward elimination, and embedded method’s Least Absolute Shrinkage and Selection Operator) and classifiers (support vector and random forest). A total of 412 participants were gathered through a purposive sampling technique. The results showed that six out of seven investigated features were found to be significant factors impacting Generation Z engineers’ intention to remain in a company. These six features were supervisor support, company attachment, job satisfaction, contribution, emotional support, and shared value, organized in descending order of feature importance. These were further explained by fifteen significant subfeatures representing each feature. Only one feature, servant leadership, was deemed insignificant. These findings were extracted from the optimal combination of machine learning algorithms. Particularly, feature selection’s backward elimination brought 85.66% accuracy, and the random forest classifier further enhanced the accuracy value to 90.10%. In addition, the model’s precision, recall, and F1-score values were 89.50%, 90.10%, and 88.90%, respectively. This research also provided practical insights for the company executives, organizational leaders, and human resources department seeking to enhance employee retention strategies. These implications were based on the significant features influencing Generation Z engineers’ retention, ultimately contributing to the long-term success and competitiveness of organizations.

Employee Retention Strategies and Job Satisfaction in Local Government Authorities in Tanzania. A case of Tabora Municipal Council

The problem of Job Dissatisfaction among the employees is very common in Tabora Municipal Council that leads to poor performance among the employees. In response to the problem, the current study had the main objective that aimed to assess the impact of employees’ retention strategies towards job satisfaction in Local Government Authorities in Tanzania, Tabora Municipal Council being a case study with three specific objectives namely; to identify Employees’ Retention Strategies available for job Satisfaction in Tabora Municipal Council, to examine the challenges facing the implementation of Employees’ Retention Strategies for Job satisfaction in Tabora Municipal Council as well as to investigate the relationship between Employees’ Retention Strategies and Job Satisfaction in Tabora Municipal Council. The study was guided by the two theories namely;- Herzberg’s Two-Factor Theory and Alderfer’s ERG Theory to guide this study effectively. The study employed a mixed method and a case study design. The study involved a sample size of 98 respondents which was the whole entire population with the Purposive Sampling Technique. Data were collected through questionnaires and interviews. Data analysis methods were descriptive statistics and content analysis. The study findings discovered that there is a need for the organizations of today that need to enter in competitive advantage that they must invest in employees so that to create job satisfaction that in turn leads to good employee performance. The study concluded that the problem of job dissatisfaction has affected many employees particularly from public sector organizations. Thus the government must support these organizations by implementing the existing government policies related to HR Policies. The study recommends policy makers at the Ministry of Public Service and Good Governance to adhere the decentralization by devolution HR policies by allowing the stakeholders to participate fully in the policy formulation process and implementation of the HR Policies which are friendly to employees.

Employee Retention Strategies and Service Quality of Selected Five-Star Hotels in Lagos State, Nigeria

Employee Retention Strategies and Service Quality of Selected Five-Star Hotels in Lagos State, Nigeria

The Effect of Leadership Succession Planning on the Stability of Evangelical Churches in Nairobi County, Kenya

Contemporary church leaders shoulder the responsibility of being visionary and fostering a culture that promotes the stability of Churches. However, the instability witnessed in many churches has brought forth numerous challenges, notably stemming from leadership tumult, which adversely impacts the affected congregations. The negligence of leadership succession and transition processes within churches is a significant contributor to this instability. This paper delves into establishing the effect of leadership succession planning on the stability of Evangelical churches in Nairobi County, Kenya. Drawing from 60 churches, 360 church leaders were sampled from whom data was collected using a questionnaire. The strategic leadership theory was used to explain how succession planning facilitates the establishment of strong connections between leaders and their followers, ensuring a smooth transfer of leadership responsibilities and ultimately enhance stability of evangelical churches. The study reveals that among the succession models examined, including mentoring, (M=3.96, SD=0.716), talent management (M=3.83, SD=0.770), employee retention (M=3.78, SD=0.931), and career development, (M=3.72, SD=0.764) mentoring emerges as a predominantly adopted approach by leaders in Evangelical Churches in Nairobi County. Moreover, the findings indicate that succession planning contributes significantly to church stability, accounting for over 18% of the overall stability. Consequently, the study recommends the integration of leadership and management practices through a holistic approach encompassing mentoring, talent management, career development, and employee retention strategies, complemented by tailored training programs to enhance church stability.

Uncovering the Global Impact of Measuring Stress, Workload, and Environment on Turnover Intentions

Employee turnover is a significant concern for organizations, impacting productivity, morale, and ultimately, profitability. This study investigates the influence of work stress, workload, and work environment on turnover intention among employees of CV. Ambassador Jaya Makmur, a cosmetics company located in Sidoarjo, East Java, Indonesia. Utilizing a quantitative approach with hypothesis testing, data was collected from 75 employees through Google Forms questionnaires. The findings reveal that work stress, workload, and work environment have a positive and significant impact on turnover intention. Specifically, high levels of work stress and workload contribute to employees' intention to leave, while unfavorable work environments also increase turnover intentions. The study underscores the importance of addressing these factors to mitigate turnover and enhance employee retention strategies within organizations. These findings provide valuable insights for human resource management practices, emphasizing the need to create conducive work environments and manage work-related stress and workload effectively to reduce turnover rates. Highlight: Work stress influences turnover. High workload increases turnover. Positive work environment reduces turnover. Keyword: Turnover intention, Work stress, Workload, Work environment, Employee retention

A Study on Employee Retention and Process of Update Colour Process Pvt.Ltd., pallipalayam

Employee Retention is a challenging concern of the organization. This study stressed on Employee Retention strategies. Employees are the assets of the organization. To retain skillful and committed employee in the organization management should take care of employee satisfaction. Find out the reasons employee turnover and overcome this. The purpose of this study in prove how employee retention is essential in this days and age and if the organizations are not wake to the situation and immediate action are not taken to that effect what repercussions lay ahead and how they would affect the organization and the industry. .Employee Retention is a process in which the employees are encouraged to remain with the organization for the maximum period of time or until the completion of the project. It is a strategic tool for the success of the firm. Employee Retention is beneficial for the organization as well as employee. Employees today are different. They are not ones who do not have good opportunities in the hand. As soon as they feel dissatisfied with the current employer or the job they switch to over the next job. A good employer should know how to attract and retains its employees.

An Empirical Study on the Turnover Intention among the SME Service Sectors Employees in Beijing, China: A Theory of Planned Behaviour Approach

This empirical study investigates the turnover intention among employees in the SME service sector in Beijing, China, using the Theory of Planned Behavior (TPB) as a theoretical framework. The research aims to understand the key psychological and social factors influencing employees' intentions to leave their current positions. Data were collected through a structured questionnaire administered to 400 employees across various SMEs in Beijing's service industry. The questionnaire measured attitudes towards turnover, subjective norms, perceived behavioral control, and turnover intention. The findings indicate that all three components of TPB significantly predict turnover intention. Attitudes towards turnover, shaped by job satisfaction and perceived job alternatives, emerged as the strongest predictor. Subjective norms, influenced by peer and family expectations, also play a critical role in shaping turnover intentions. Perceived behavioral control, which includes employees' confidence in securing new employment and perceived ease of leaving their current job, further contributes to the prediction model. The study highlights the importance of addressing both individual and contextual factors in managing turnover intentions. For SME managers, fostering a supportive work environment and enhancing job satisfaction can mitigate turnover risks. Moreover, understanding the influence of external social pressures and enhancing employees' perceived control over their career decisions can provide additional strategies to retain talent. This research contributes to the limited literature on employee turnover in China's SME service sector and offers practical insights for improving employee retention strategies. Future studies could explore longitudinal data to understand the dynamics of turnover intention over time and examine the role of additional variables such as organizational commitment and job stress.

Organizational risk and employee retention model: Which employees matter and how to retain them?

Employee retention is a critical concern for organizations in today’s dynamic labor market. This paper introduces a novel framework, integrating “Absolute Potential of the Employee” and “Risk associated if the Employee leaves”, to address this challenge. Findings from the study suggest that this framework can effectively assist organizations in strategizing retention techniques. The research methodology employed exploratory research design and collected data from 576 employees across various sectors. Results indicate significant implications for organizational risk assessment and employee retention strategies.

Impact of HRM Practices on Employee Retention: Moderating Role of Job Satisfaction

This study aims to explore the impact of compensation, training, and development (T&D), and working conditions on employee retention within the manufacturing sector of Pakistan, with a specific focus on the mediating role of job satisfaction. Employing a convenience sampling strategy, the research collected data from 382 employees across various manufacturing firms in Pakistan. Structural Equation Modeling (SEM) was conducted using Smart PLS software to analyze the data and test the proposed hypotheses. The findings of the study reveal that compensation, training and development, and working conditions have a direct and positive impact on employee retention. Moreover, the results highlight the significant mediating role of job satisfaction in the relationship between these organizational factors and employee retention. All direct and indirect hypotheses proposed in the study were accepted, confirming the mediating influence of job satisfaction and underscoring its critical role in enhancing employee retention within the manufacturing sector. While the study provides valuable insights, its reliance on convenience sampling and the focus on the manufacturing sector of Pakistan may limit the generalizability of the findings. Future research could employ a more diverse sampling strategy and explore other sectors to validate and extend the study's findings. The study offers practical guidance for industry practitioners and decision-makers, emphasizing the importance of fair compensation, effective training and development programs, and favorable working conditions in fostering job satisfaction and enhancing employee retention. Organizations are encouraged to adopt holistic approaches that consider these factors to nurture a satisfied and committed workforce. This research contributes to the existing literature by providing empirical evidence of the direct effects of compensation, training and development, and working conditions on employee retention, as well as the mediating role of job satisfaction, within the context of the manufacturing sector in Pakistan. The study's findings offer a nuanced understanding of the dynamics involved in employee retention strategies, serving as a valuable resource for both academic researchers and industry practitioners.

FACTORS INFLUENCING EMPLOYEE’S TURNOVER AND IDENTIFICATION ON THE METHODS OF RETENTION IN BANGLADESH: A CASE STUDY ON EASTERN TUBES LIMITED (ETL)

This study asses the reasons behind turnover at Eastern Tubes Limited with an objective to identify the factors affecting turnover. Data were gathered from both primary and secondary sources. This research contains summary of employee turnover management at Eastern Tubes Limited (ETL), why does it occur and identify the methods of retention. This research briefly covers various areas where employee retention strategies are implemented namely recruitment, training and development, work culture, salary negotiation, compensation management, rewards and recognition and exit interviews and at the end the research finally highlights various aspects which are to be considered for improvement of employee retention strategies.

Impact of Retention Practices by Skyline Hotel of Gujarat, India

This research aims to study the impact of retention practices within Skyline Hotel, Gujarat, and find areas of improvement for more effective outcomes. Data collection was conducted utilizing both structured and open-ended questionnaires. The study comprised a sample size of 40, chosen through probability-based sampling techniques. Analysis unveiled four primary factors influencing individuals' decisions to enter the Skyline Hotel i.e. salary, prospects for career advancement, attainment of senior positions, and complexities inherent in job roles. Critical determinants of employee satisfaction encompassed effective utilization of technology, availability of sufficient resources, provision of a safe and comfortable work environment, and devotion to consistent management policies. Moreover, five parameters crucial to personnel productivity emerged: contentment with colleagues, recognition of job performance, opportunities for future growth, and acknowledgment of employee input. The research findings underscored a spectrum of perspectives among Skyline Hotel personnel in Gujarat concerning factors shaping their decisions. There are some respondents expressed their willingness to leave their current positions in search of enhanced career advancement opportunities and more promising job prospects elsewhere. This research provides valuable insights into the factors affecting employee retention strategies and productivity within the Skyline hotel in Gujarat, shedding light on areas where improvements can be made to foster a more engaged and satisfied workforce. These findings may serve as a foundation for the development of retention strategies that can benefit both hotel employees and the organizations they serve.

THE INFLUENCE OF ORGANIZATIONAL CULTURE, WORK ENVIRONMENT, AND WORKLOAD ON TURNOVER INTENTION OF EMPLOYEES PT. BUMI JAYA TRANSINDO SEJAHTERA

This study examines the effects of organizational culture, workload, and work environment on employee turnover at PT. Bumi Jaya Transindo Sejahtera. Using a quantitative research approach, the study collected data from all 74 employees at the organization through a questionnaire. The sampling technique used was saturated sampling due to the small population size. The data was analyzed using multiple linear regression analysis. The results showed that Organizational Culture (X1) and Work Environment (X2) had no significant impact on turnover intention. However, Workload (X3) was found to have a significant influence on turnover intention. Overall, this research highlights the importance of Organizational Culture, Work Environment, and Workload in understanding turnover intention. These findings provide valuable insights for organizations looking to improve employee retention strategies. Future research can explore specific interventions and policies to effectively address organizational culture, work environment, and workload concerns and reduce turnover intentions.

Assessing the Complex Interplay of China’s Fertility Policy Adjustments and Female Employment Dynamics: An In-depth Analysis of the Digitalized HRM Landscape in the Age of AI and Big Data

The fertility policy adjustments are occurring against a backdrop of rapid technological advancement, characterized by the integration of big data analytics and artificial intelligence (AI) into human resource management (HRM) practices. In the banking sector, as in many other industries, the adoption of these technologies has become increasingly pervasive. This study explores the intricate relationship between fertility policy adjustments, the integration of big data and AI in HRM practices, and employee satisfaction within China's banking sector. In response to evolving demographic and technological landscapes, the research aims to uncover how fertility policy adjustments influence female employment dynamics, the adoption of big data and AI in HRM, and ultimately, employee satisfaction. Utilizing a quantitative research design, structured surveys were administered to female bank employees. The resulting data were rigorously analyzed using the Statistical Package for the Social Sciences (SPSS). The study underscores the practical significance of optimizing HR technologies, particularly big data analytics and AI, for enhancing both HR functions and employee satisfaction. It also emphasizes the importance of data-driven HR practices and predictive employee retention strategies as crucial tools in creating responsive and supportive work environments. Additionally, this research contributes to HRM theory by recognizing the pivotal role that technology integration plays in shaping modern HR strategies and organizational success. While acknowledging its limitations, this study lays the foundation for future research, including studies that are longitudinal, comparative, and qualitative studies, to offer a more comprehensive understanding of the complex dynamics in the contemporary workplace.

Microanalysis of Employee Retention Strategies: The Case of Selected Convenience Stores and Their Practices

The study examines the complexities of data management in a Bandung-based garment industry, where each division analyzes transactional flow data using Google Spreadsheets. Nevertheless, the precision of the transactional flow data throughout the organization is compromised due to inconsistencies emerging from uncorrected modifications in controlled data. In order to resolve this problem, it is essential to construct a data warehouse system along with visually attractive data visualization using Tableau dashboards. Integrating these systems aims to provide users with the relevant information required for efficient decision-making. The project aims to enhance business intelligence operations within the garment firm by creating a sophisticated information system that combines inventory accuracy, data warehousing, and visualization approaches. The project aims to improve data accuracy, simplify data management processes, and provide stakeholders with complete insights into corporate operations through carefully examining and applying these systems. The study's primary objective is to provide significant insights that can enhance the optimization of inventory information systems and business intelligence techniques in the garment industry. This condition will ultimately lead to improved efficiency and strategic decision-making abilities.

Strategies for Enhancing Employee Retention in Multinational Organizations: A Comprehensive Review and Analysis

Employee retention is a significant issue in modern human resource management, especially in the ever-changing environment of multinational organisations that arose in the late 1990s. The intricacy of efficiently overseeing abilities in an international setting exceeds the difficulties encountered in local corporate contexts. Retention, a crucial aspect of human resources management, pertains to an organization’s capacity to keep its employees in the face of dynamic and fiercely competitive circumstances. The significant efforts made by organisations in recruitment and training highlight the strategic relevance of staff retention, as it is expected to provide lucrative outcomes and enhance overall efficiency. The study aims to specifically examine two crucial factors: the influence of growth opportunities on employee retention and the significance of leadership in establishing conducive work conditions for retention..The study technique used guarantees a meticulous and thorough investigation of the selected subjects, enhancing the comprehension of the aspects that impact employee retention in the modern corporate environment.