Employee Retention Strategies Research Articles

Factors Affecting Employee Retention in Zimbabwean Companies

The decline of the Zimbabwean economy characterised by the high inflation rate has rendered it difficult for Zimbabwean manufacturing to retain talented employees. The quantitative research methodology was adopted in this paper. The sample size of the study comprised 100 respondents who were randomly selected from the manufacturing companies in Zimbabwe. The sample size of the study was made out of 10 managing directors 10 managers 10 supervisors and 70 employees drawn from the 50 manufacturing companies that were randomly selected. It was established that the companies are failing to retain talented employees and a lot of the employees are leaving the organisations. Retrenchments and restructurings have become the order of the day. The study recommended that employees needed to implement employee retention strategies to remain viable.

Anchoring human resource management to sustain employee performance at Johannesburg Metropolitan Municipality

Orientation: Practices employed to manage the human resources at Johannesburg (JHB) Metropolitan Municipality were explored to unearth their impact on employee performance.Research purpose: The study sought to reveal the human resource management (HRM) practices that could support employee performance at local government.The motivation for the study: The achievement of organisational goals depends on HRM practices that enhance employee competencies. Employee performance in municipalities is often considered to be substandard. This study aimed to strengthen HRM practices to enhance performance at JHB Metropolitan Municipality.Research approach/design and method: The qualitative inquiry adopted an interpretive stance to reveal participants’ experiences that relate to employee performance. Ten participants were identified purposively and the obtained data were analysed with the assistance of the Atlas.ti software.Main findings: Whilst the organisation’s employee-attraction practices were strong, its retention practices were weak. Employees generally felt undervalued, which negatively affected their morale and the organisation’s goal attainment.Practical/managerial implications: The organisation should introduce effective employee-retention strategies, focussing on thorough needs analyses, skills development and rewards linked to performance. Building employee commitment should be prioritised.Study contribution: Human resource management effectiveness in the Johannesburg Municipality would be enhanced by appropriate soft HRM investment in senior management either through recruitment or development or both. Furthermore, the municipal culture should change from HRM practices that are influenced by tradition to an adaptive approach that responds to public-sector dynamics and varying employee expectations.

Employee Turnover: Causes, Importance and Retention Strategies

This research aims to understand the causes of employee turnover and retention strategies in an organization. Key research findings indicate that employees have several reasons to leave their workplaces, such as job stress, job satisfaction, job security, work environment, motivation, wages, and rewards. Furthermore, employee turnover has a huge impact on an organization due to the costs associated with employee turnover and can negatively impact the productivity, sustainability, competitiveness, and profitability of an organization. However, the organization must understand the needs of its employees, which will help organizations, adopt certain strategies to improve employee performance and reduce turnover. Thus, implementing strategies will increase job satisfaction, motivation and the productivity of individuals and organizations, which can reduce employment problems, absenteeism, and employee turnover.

Employee Retention Strategies in IT Industry A Study of select it Companies in Bengaluru City

The background of the study with regards to the employee retention strategies in the IT industry to ascertain the organizational effectiveness and the theoretical framework. The findings of the research work done on the Employee Retention Strategies in IT industry with specific reference to Bengaluru City. The result shows the significant difference between demographic variables of employees in the IT industry, organizational variable and its effectiveness. The IT industries need to find a way to increase employee retention to achieve more organizational goals. Moreover, the organization should understand the potential grievances that prevent employees from leaving. IT industry that continually seeks to improve HR practices and there is no single policy to retain the employees.

A Study on Employee Attrition and Retention Strategies in One of the Leading Multi-Speciality Hospital in Bangalore

A Study on Employee Attrition and Retention Strategies in One of the Leading Multi-Speciality Hospital in Bangalore

The Role of Communication in Employee Retention and Its Effects on Organizational Performance in Mergers in Kenya: A Case of Quick Mart Limited

This research paper investigated the effect of communication on employee retention and its effects on organizational performance in mergers in Kenya. It involved a case study research design. It aimed at providing future merging organization with optimum employee retention strategies that can help in retaining competent, mission-critical, and highly valued employee through the merger process in order to achieve organizational performance after merger. The study's target population included 535 employees of Quick Mart Limited. They included managers, executive staff, supervisors, and subordinate staff of six supermarket branches located in Nairobi. Stratified sampling technique was used in the study. Sample population was 30% of the target population. A total of 161 respondents made up the sample population. Questionnaires were used as the data collection tools. Questionnaires were delivered to the respondent physically at the supermarket branches. The researcher collected qualitative data from the respondents which were analyzed to bring to light the reality of the subject matter. A pilot study was conducted through 10% of the sample population. A total of 16 questionnaires were distributed to a part of the sample population, analyzed, tested for validity and reliability, and then corrected before all the other questionnaires were issued to the sample population. Validity and reliability of this research were realized through eliminating bias and increasing the researcher's trustworthiness using triangulation. Descriptive data analysis was used in this study. Analysis of qualitative data was done through developing and applying codes, identifying themes, patterns, and relationships, and summarizing the data. The findings of the study were clearly presented through narrations, frequency tables, and charts. The researcher provided her conclusions on the study as well as recommendations for future research.

Exploring the Link of Psycho-social Factors and Job Environment Taking Mutual Trust as Mediator

This study aims to investigate the psycho-social factors responsible for the formation of perception about the job environment. The descriptive research design is used to carry out this study. The study’s independent variables include ‘Communication with superiors’, ‘Group or collective tasks’ and ‘Informal groups at workplace’. The study established that psycho-social factors positively affect the trust environment of the workplace. Also, mutual trust level mediates between three independent variables (psycho-social factors) and perceived job environment. The implication of this study is primarily for the management of the business process outsourcing (BPO) and knowledge process outsourcing (KPO) sectors. The study highlights that an environment of trust with frequent and informal communication helps to build positivity in the minds of employees. Management can work on these fronts to improve employee retention strategies. Efforts should be made to embrace the activities, which strengthen the trust environment at the workplace.

A study on employee retention strategies in an it industry

A study on employee retention strategies in an it industry

Employee retention strategies in IT sector – a perceptual survey

Employee retention strategies in IT sector – a perceptual survey

A Review of Employee Retention Strategies: Implication for Future Research

Employee turnover is a global phenomenon that could be attributed to both work related and personal factors internal and external to an organization. This paper highlights key employee retention strategies and their implications. The paper highlights proactive measures as the primary strategy to employee retention which focus on employees’ intentions and subsequently the behavior of turnover. As a result, factors that promoted employees’ job satisfaction, organisational commitment and suitable work conditions are fundamental elements to staff retention. Keywords: Employee Retention Strategies, literature review, future research DOI: 10.7176/EJBM/13-1-03 Publication date: January 31 st 2021

Retaining Sales Associates in the Small Business Industry

The purpose of this multiple case study was to explore the managerial strategies that small businesses owners used to motivate and retain sales associates to increase profits. The study population included 4 small business owners in Texas who successfully implemented employee motivation and retention strategies. Data were collected from semistructured interviews, artifacts that included company websites and social media pages. The transformational leadership theory guided the study. Data were analyzed using Yin’s 5 steps of data analysis, including compiling data, disassembling data, reassembling data, interpreting data, and drawing conclusions. Three themes emerged from the data analysis: provide financial incentives, increase job satisfaction, and enhance job training. The findings showed that small business owners use the strategies to motivate and retain sales associates to increase business profits. This study’s results could contribute to positive social change by helping other small business owners implement motivation and retention strategies, which might enhance business sustainability. Business sustainability supports both local and state economies and fosters an optimum distribution of resources in the community.

Green HRM for Employer Branding: Evidence from ISO 14001 EMS Certified Firms

The objective of this paper was to reveal the psychological mechanism that exist between green human resource management (GHRM) and employer branding (EB) among employees from ISO 14001 EMS certified firms. In specific terms, we proposed a moderated mediated model linking GHRM and EB using arguments borrowed from the social identity and signaling theories. In so doing, we propose an empirically tested solution to address the perennial problem of employee turnover and retention challenges. A random sample of ISO 14001 EMS certified firms was used to test our hypothesis. We developed a structural model to examine the hypothesized paths among GHRM, GEE, EB, and GPC. The results obtained indicate that there is a significant relationship between GHRM and EB and green employee empowerment (GEE) mediates this relationship. The study results further reveal that green psychological climate (GPC) moderates the relationship between GHRM and EB. In overall, the study illuminates the complex processes by which GHRM aspects influence EB. In so doing, the study promotes the understanding of the human aspect of green management and provides a framework for crafting ecologically oriented employer branding. The study therefore bears significant implications to policy makers and managers as it persuades them to adopt a new way of developing employer brand and depart from the conventional ways of building employer brand through organizational culture, remuneration and other benefits. The study suggests that engaging in GHRM is likely to offer a competitive edge in the labor market. This understanding on how GHRM influence EB through the existing employees give HR managers an important element of consideration in developing good GHRM policies and framework for attaining long term labor related goals. Moreover, the study unmasks the hidden potential in GHRM as a strategy for talent retention and hence, bears significant implications on the employee retention strategies of the firm. The study re affirms that GHRM is a reflection of the firm's environmental values, strategies and orientation. This attachment to the natural environment has a high likelihood of differentiating the organization in the labor market. The study further points out that firms can leverage on their green management while drafting talent management policies and programs.

Strategies for Reducing Employee Turnover in Small- and Medium-Sized Enterprises

Employee turnover leads to increased operational costs and workloads and affects sales performance. Reducing employee turnover is essential for managers of small and medium sized enterprises to minimize costs and increase sales performance. Grounded in the job embeddedness theory, the purpose of this qualitative multiple case study was to explore strategies the managers of small and medium sized enterprises use to reduce employee turnover that negatively affects sales performance. Data were collected using semistructured, face-to-face interviews, and a review of organizational documents. The participants consisted of three managers of small and medium sized enterprises in the Bronx, New York. After conducting the interviews, the interviews were transcribed. The transcripts and organizational documents were then uploaded into NVivo v12 software to analyze the data (i.e., organize data, create codes, and identify themes). The analysis revealed that recognition and rewards, training and career advancement opportunities, effective communication, and pay, compensation, and benefits are effective in helping to reduce employee turnover. Managers of small and medium sized enterprises may use the findings to devise recognition and reward strategies to decrease employee turnover. The findings and recommendations from this inquiry may help managers of small and medium sized enterprises, business leaders or owners, and human resource personnel to reduce employee turnover and improve sales performance, profitability, and competitiveness. Keywords: employee turnover, job embeddedness, employee retention, employee retention strategies, and employee engagement

Employee Retention strategies adopted by organizations in the organized apparel retail sector

Employee Retention strategies adopted by organizations in the organized apparel retail sector

The Effects of Rewarding System on Employee Turnover

This study examined the effects of retention strategies on employee turnover taking a case of Urwego Opportunity Bank in Rwanda. The specific research objectives are: to identify the effects of reward on employee turnover and to analyze the effects of training on employee turnover. A descriptive research design was used where both qualitative and quantitative approaches were adopted.The target population was 250 employees and authorities of Urwego Opportunity Bank while 138 sampled populations was calculated using Slovin’s formula. The study set to use simple random sampling techniques in order to distribute research instruments. Finding on contribution indicated by regression model, a unit increase in a unit increase in Rewarding systems variable would cause an increase of 0.260(26.0 %) on employee turnover at Urwego.Finding also show that Rewarding systems posted ( t=2.357), this was greater 1.96 and sig = 0.002, so this clearly shows that the variable is significant since the sig value is less than 0.05.Conclusion : Employee retention strategies are statistically significant correlated with the reduction of employee turnover among workers at Urwego Opportunity Bank-Rwanda. Important and crucial it will affect an employee’s decision for leaving the organization. The study recommends that managers should provide trainings and copy with elements that stimulate the spirit of abandonment. Workers must have enough professional development workshops to ameliorate their knowledge and experience.

A feldolgozóipari munkavállalók munkaerő-megtartása

One of the biggest challenges of recent years was labor shortage. The world was severely disrupted by the global pandemic, changing the centres of employment. In this study, the authors examined the dimensions of employee retention before the pandemic, when labor shortages where aggravated by increasing labor turnover. A well-structured employee retention strategy plays a great role in the functionality of companies, while a wrongly managed one can lead to amplified employee turnover. The analysis of employee retaining strategies was selected as the main topic of this study by the authors. In their research, the main goal was to find out which means can lead to increased employee loyalty most effectively, and can serve as the foundation of an effective employee retaining strategy. The results of the research verified that loyalty can’t be increases solely by financial means, and the best results could come from improving working conditions, and the attitudes of leaders. To maintain employment, being respected, constructive atmosphere of the workplace, appropriate leadership style, and the stability of employment are the most important factors for workers.

EMPLOYEE RETENTION STRATEGIES AND NORMATIVE COMMITMENT OF ACADEMICS IN SELECTED PRIVATE UNIVERSITIES IN OGUN STATE, NIGERIA

Tertiary educational institutions are facing a huge challenge in terms of retaining skilled human resource capacity, which has a debilitating effect on its ability to make strides in the areas of socio-economic and political development. The need for qualified academic staff in Nigerian tertiary institutions of learning is on the increase, while, majority of the tertiary institutions in Nigeria are experiencing dearth of teaching personnel due to poor remuneration, low motivation, low job satisfaction and lack of organisational commitment amongst the lecturers, which have created negative job attitudes and poor organisational commitment. This study therefore investigated the influence of employee retention strategies on normative commitment of academics in selected private universities in Ogun state, Nigeria. Survey research design was adopted for the study. The population comprised 1,842 academics in the private universities (Covenant, McPherson, Babcock, Bells, Crawford and Crescent universities). Through a multiple sampling technique, 589 out of 1842 were sampled for the study. Data were analyzed using both descriptive, as well as inferential statistics. Findings revealed that employee retention strategies had a significant effect on the normative commitment of academics in selected private universities in Ogun state, Nigeria (R2 = 0.638, t = 169.039, p<.05). The study recommends among others that private universities should take into consideration the retention factors which impact on the employees’ commitment to the institution and improve on them so as to curb employees’ desires to leave the organisation.

Dispositions of agency as explanatory mechanisms of employees’ satisfaction with retention practices

This study explored the explanatory power of psychological dispositions of agency (i.e. employability attributes and organisational commitment) in relation to employees’ satisfaction with organisational retention practices. Participants were a convenience sample of employees from a higher education academic institution in South Africa (N = 311; females = 61%, black = 46%; age range = 31 to 45 years). The employees completed a biographical questionnaire, the Employability Attributes Scale (EAS), the Organisational Commitment Questionnaire (OCQ), and the Retention Factor Scale (RFS). A multivariate canonical correlation analysis showed that affective and normative commitment significantly explained the variance in satisfaction with compensation, training and development, and career opportunities. Career self-management and sociability attributes significantly explained satisfaction with career opportunities. Employee retention strategies that took into account dispositions of agency and retention practices satisfaction appear to prime employees for higher levels of organisational commitment.

Effects of Employee Engagement on Employee Retention Strategies at the Christian Council of Zimbabwe

Effects of Employee Engagement on Employee Retention Strategies at the Christian Council of Zimbabwe

Effect of Technology on Staff Retention: Case Study of Pick N Pay Namibia

Business leaders often realize greater profitability when they have strategies to retain IT employees. However, the cost to replace IT employees creates significant challenges for business leaders. Given the growing impact of technology on operational costs, retention of IT employees is imperative. This exploratory single case study sought to identify the strategies that leaders use to increase IT employee retention. The population was employees from Pick N Pay in Windhoek Namibia, responsible for the retention of IT employees. Herzberg's two-factor theory was the conceptual framework for this study. The data was collected from questionnaire that was send through email by google forms. Data analysis and methodological triangulation which analyzed the answers from questionnaire It also includes organizations becoming profitable through better employee retention strategies, and it adds to the body of knowledge that leaders could use to provide stable employment opportunities to individuals. The retention rates among IT employees affect individuals, families, communities, organizations, and the economy. Implementing retention strategies may result in improving employee-employer relationships and organizational profitability.