scholarly journals Employee Retention – Challenges and Realities Faced by Corporates for New Recruits as well as Existing Employees

2020 ◽  
Vol 19 (4) ◽  
pp. 75-93
Author(s):  
Ravi Kumar KM
Keyword(s):  
Employee Retention ◽  
The Right ◽  
New Recruits ◽  
Employee Needs

Identifying and nurturing employee’s talents andproviding them the right opportunity to grow in theorganization according to their skills, competencies, andwants will not only reduce attrition of the existingemployees but also provide a congenial atmosphere forthe new recruits to adapt to the changed scenario andsettle-down faster.It will helps them in understandingand addressing the organization’s goal and linking thesame to individual achievements. The study reveals howidentifying employee needs and providing them the rightplace in the organization to grow reduces the existingemployees’ attrition and provide the new recruits a betteracceptance and support in the organization.

scholarly journals Challenges in Recruitment and Selection Process: An Empirical Study

Challenges ◽  
2019 ◽  
Vol 10 (2) ◽  
pp. 35 ◽  
Author(s):  
Sophia Diana Rozario ◽  
Sitalakshmi Venkatraman ◽  
Adil Abbas
Keyword(s):  
Empirical Study ◽  
Knowledge Economy ◽  
Employee Retention ◽  
Selection Process ◽  
Employee Selection ◽  
Critical Factors ◽  
Recruitment And Selection ◽  
The Right ◽  
Interview Panel ◽  
Critical Aspects

Today’s knowledge economy very much depends on the value created by the human resource of an organisation. In such a highly competitive environment, organisations have started to pay much attention to the recruitment and selection process, as employees form their main asset. However, the critical factors involved in the employee selection process is not well studied. Previous studies on the recruitment and selection process have been performed mainly to study the performance of the employees and the criteria attracting the right talent leading to employee retention and organizational efficiency. The distinction of this paper is that it studies the existing recruitment and selection process adopted by tertiary and dual education sectors in both urban and regional areas within Australia. The purpose of this research is to conduct an empirical study to identify the critical aspects of the employee selection process that can influence the decision based on different perspectives of the participants such as, hiring members, successful applicants as well as unsuccessful applicants. Various factors such as feedback provision, interview panel participation and preparations, relevance of interview questions, duration and bias were analysed and their correlations were studied to gain insights in providing suitable recommendations for enhancing the process.

scholarly journals An Empirical Study on Attrition & Employee Retention Initiatives With Reference To Flow Link Systems Private Limited, Coimbatore

2012 ◽  
Vol 1 (3) ◽  
pp. 76-79
Author(s):  
R Saranya ◽  
Dr.A. Kumudha
Keyword(s):  
Lead Time ◽  
Employee Retention ◽  
Sampling Method ◽  
Work Load ◽  
Training And Development ◽  
Working Environment ◽  
Metal Casting ◽  
Salary Structure ◽  
Retention Initiatives ◽  
The Right

Employee retention and turnover are topics of a lot of conversations centering on HR. The challenge for the HR professionals today is not only to attract and attain the right employees, but also to innovatively train them. The research was conducted in Flow link systems Pvt Ltd which comes under metal casting industries. The company is located in Arasur which is started as the foundry division and is continued to expand to the present level. Total employees are 655 and, the researcher has selected 150 samples through stratified disproportionate random sampling method. The researcher has found that the employees are highly satisfied with the work load and lead time and working environment, relationship between supervisors and colleagues are neutral. Employees are dissatisfied with their training and development, salary structure and the suggestions are made by the researcher for the same to retain the employees towards their work.

scholarly journals ANALISIS BEBAN KERJA DAN KEBUTUHAN KARYAWAN PEMUPUKAN KELAPA SAWIT DI PT. WIRA INOVA NUSANTARA KABUPATEN KUTAI TIMUR KALIMANTAN TIMUR

2020 ◽  
Vol 5 (02) ◽  
pp. 101-111
Author(s):  
Aries Rimbawan
Keyword(s):  
Sampling Method ◽  
Observation Time ◽  
Qualitative Approach ◽  
Working Time ◽  
Time Interval ◽  
Job Description ◽  
Work Sampling ◽  
The Right ◽  
Employee Needs ◽  
Timely Work

This research is motivated by the growing area of ​​land or land used for oil palm business, in the industrial and cultivation sectors and in the company also has a design in determining the desired employee needs including determining the right employee needs according to their workload. emban. This study aims at workload to analyze workload, effective working time, and the amount of labor required by the fertilizer division. The study was conducted using the work sampling method to determine the pattern of activities in the use of working time. Fertilizing employees for 3 working days for each employee with an observation time interval of 10 minutes. This study uses a qualitative approach by means of observation and interviews. The results showed a job description of each employee in the fertilization section. The effective working time owned by employees is 59,976 minutes per year with effective working days for a year is 204 days. The total annual workload of the surface part is 60,384 minutes with a total of 13 employees. These results indicate that the number of employees who are deficient will have an impact on the completion time of the task. Therefore, it is advisable for the section that handles employees at PT Wira Inova Nusantara to review the distribution of employees in order to produce optimal and timely work. It is hoped that it can provide information that can be useful for those who read or who want to develop existing methods to be better and more effective methods and can be used as an evaluation in planning and determining the needs of fertilization employees for future consideration and evaluation.

scholarly journals The effectiveness of employee retention through an uplift modeling approach

2020 ◽  
Vol 41 (8) ◽  
pp. 1199-1220 ◽  
Author(s):  
Evy Rombaut ◽  
Marie-Anne Guerry
Keyword(s):  
Human Resources ◽  
Treatment Effect ◽  
Employee Retention ◽  
Average Treatment Effect ◽  
Practical Implementation ◽  
Retention Strategies ◽  
Content Type ◽  
Actual Effect ◽  
Personalised Treatment ◽  
The Right

PurposeThe main goal of employee retention is to prevent competent employees from leaving the company. When analysing the main reasons why employees leave and determining their turnover probability, the question arises: Which retention strategies have an actual effect on turnover and for which profile of employees do these strategies work?Design/methodology/approachTo determine the effectiveness of different retention strategies, an overview is given of retention strategies that can be found in the literature. Next, the paper presents a procedure to build an uplift model for testing the effectiveness of the different strategies on HR data. The uplift model is based on random forest estimation and applies personal treatment learning estimation.FindingsThrough a data-driven approach, the actual effect of retention strategies on employee turnover is investigated. The retention strategies compensation and recognition are found to have a positive average treatment effect on the entire population, while training and flexibility do not. However, with personalised treatment learning, the treatment effect on the individual level can be estimated. This results in an ability to profile employees with the highest estimated treatment effect.Practical implicationsThe results yield useful information for human resources practitioners. The personalised treatment analysis results in detailed retention information for these practitioners, which allows them to target the right employees with the right strategies.Originality/valueEven though the uplift modelling approach is becoming increasingly popular within marketing, this approach has not been taken within human resources analytics. This research opens the door for further research and for practical implementation.

Competence management in maintenance: case – Finnish forest company

2011 ◽  
Vol 35 (1) ◽  
pp. 4-13 ◽  
Author(s):  
Pia Heilmann ◽  
Jouni Heilmann
Keyword(s):  
Competence Development ◽  
Content Type ◽  
Competence Level ◽  
Competence Management ◽  
The Right ◽  
High Level ◽  
New Recruits ◽  
Maintenance Personnel ◽  
Managerial Perspective

PurposeThe purpose of this paper is to find out and understand the role of competence management in Finnish forest company maintenance. The key questions of this paper are: what is the required maintenance competence and how can this competence be achieved? Competence needs are here approached from the managerial perspective.Design/methodology/approachThe research was qualitative by nature. In total, 29 managers and supervisors were interviewed with focused interview; 22 interviewees worked in maintenance and seven in production.FindingsCompetence management in forest company maintenance is twofold. First, the existing personnel's competence level should be developed. Second, the competence of new recruits should be taken care of. The co‐operation between maintenance and production is important in promoting competence development. The supervisors are responsible of the overall competence level of their subordinates. The transference of the tacit knowledge from a senior to a junior worker is important. The commitment of new personnel should be secured by training and during mentoring processes. Also the apprenticeship contract is important in improving the high level competence of maintenance personnel. It is necessary to have the right quality and quantity of competence available in right place at right time. Therefore, it is not essential to have all kinds of competence in every work unit. These specialists can rotate from one unit to another.Research limitations/implicationsThis study included one Finnish forest company and competence was approached only from the managerial perspective. Therefore, the study is not comprehensive.Practical implicationsThe paper provides information concerning competence development in maintenance, i.e. which are the necessary competences inside the company and how know‐how can be achieved and developed.Originality/valueThe paper provides useful information concerning competence management in industrial maintenance.

scholarly journals ROLE OF TALENT MANAGEMENT PRACTICES ON EMPLOYEE RETENTION: A CORRELATION STUDY WITH SPECIAL FOCUS ON SELECTED INDIAN LIFE INSURANCE COMPANIES

2020 ◽  
pp. 61-66
Author(s):  
Dr. Babita Yadav
Keyword(s):  
Sample Size ◽  
Organizational Performance ◽  
Life Insurance ◽  
Employee Retention ◽  
Management Practices ◽  
Talent Management ◽  
Private Life ◽  
Insurance Companies ◽  
Life Insurers ◽  
The Right

Employee retention and talent management have been a critical issue for many national and global level organizations. People are the most valuable asset and their development in terms of skills, knowledge and abilities gives strength to an organization to achieve desired outcomes. Talent management practices aimed at getting the right person in the right job and to get the best out of their right people. The study aims to understand the role and relation of various talent management practices on employee retention in Life Insurance sector. The nature of study is descriptive type and depends on both primary and secondary data. The total sample size was 100 comprising of all levels of employees and selected through non-probability purposive sampling method. The data collected from primary data were analyzed using descriptive statistic and correlation method. The main finding of the study indicate that there is a positive relationship among various dimensions of talent management practices such as training & development, rewards & compensation, performance management on employee retention. The present study cannot be generalized because the sample size is inadequate and confined to only four private life insurers. The study concludes that by effective talent management practices, the top management of private insurance companies can improve retention rate of employees and thus enhances overall organizational performance. Therefore, the top level managers can adopt various talent management strategies in reducing attrition and thereby improving employee retention and organizational performance. KEYWORDS: Talent management practices, Employee retention, Private Life Insurers and Organizational performance.

scholarly journals SISTEM INFORMASI PENOMORAN KARTU BON KOPKARBARA PT.BUKIT ASAM (PERSERO) TBK, BANDAR LAMPUNG BERBASIS WEB

2019 ◽  
Vol 3 (2) ◽  
Author(s):  
Alhibarsyah Alhibarsyah ◽  
Keyword(s):  
Information System ◽  
Extreme Programming ◽  
Small Company ◽  
Web Based ◽  
Application Program ◽  
System Information ◽  
The Right ◽  
Employee Needs ◽  
New System ◽  
Delivery Medium

Abstract To achieve an objective of this card numbering information system is to be computerized with a system that is capable of producing the right output, and also a quick solution. To support the needs of the workers in PT. Bukit Asam Tbk, a small company was established under the auspices of PT. Bukit Asam Tbk, the Kopkarbara Cooperative Shop, where the store provided good employee needs and outsourcing using the Extreme Programming Method. In carrying out its activities, PT. Bukit Asam's cooperative still uses an ineffective delivery medium so that it cannot regulate the maximum number of employee demand, this can damage the company because it can not control the maximum number of bon at PT. Bukit Asam's cooperative. From the development of the old system to the new system obtained from the application program that can solve all problems on the old system, with the creation of a web-based application program, this program can overcome the difficulties in the numbering information system, Increase the demand for ordering numbers or goods and this application program can help for divisions. to get online. Keywords: System, Information, Website, Extreme, Programming

scholarly journals Competency Mapping: A Strategic Perspective in Employee Retention

2019 ◽  
Vol 8 (2) ◽  
pp. 3890-3898
Keyword(s):  
Empirical Research ◽  
Research Design ◽  
Employee Retention ◽  
Descriptive Analysis ◽  
Personal Characteristics ◽  
Sem Analysis ◽  
Strong Competition ◽  
The Right ◽  
Strategic Perspective ◽  
Research Show

Employee retention is one of the most important factors in today’s time of the strong competition that the companies are facing. In such a scenario it becomes necessary to understand that employee can be retained only is their competencies are developed and utilized in the right direction. This study focuses on studying the factors related to competency mapping that help in retaining the talent and also help in the development of the organization. A combination of descriptive and conclusive research design was adopted to describe and report the related phenomena. The questionnaire developed has 6 constructs viz. Abilities, Skills Motives, Behaviour, Personal Characteristics and Commitment. This questionnaire was developed using 38 items and was given to 200 respondents from 11 IT firms. Correlations, regressions and descriptive analysis were carried out. AMOS was used for the SEM analysis. The findings of the research show that there are various factors which contribute to the employee retention of the employees. The most important of all the factors is the right utilization of skills followed by motives, commitment, ability. Behaviour, and personal characteristics do not have effect on the employee retention of the employees.This study focuses on the employees working who are working in the IT companies. Hence the output of this study contributes to the existing explanation of importance of competency mapping in employee retention. The paper investigates the differences in the levels of different factors related to the competency mapping. The paper contributes in better understanding of the factors that affect employee retention and the study further contributes in the same through an empirical research.

scholarly journals A CONCEPTUAL REVIEW OF THE TALENT MANAGEMENT AND EMPLOYEE RETENTION IN BANKING INDUSTRY

2021 ◽  
pp. 42-68
Keyword(s):  
Conceptual Model ◽  
Employee Retention ◽  
Banking Industry ◽  
Talent Management ◽  
Working Environment ◽  
Job Skills ◽  
Empirical Literature ◽  
Talent Retention ◽  
Ebsco Host ◽  
The Right

The value of talent workers, talent management and talent retention has increased in the increasing economic circumstances of the world. Talented and devoted employees are often an integral part of every company. Smart, sophisticated, digitally literate, internationally astute and operationally agile businessmen are considered talented individuals. Talent management means that organisations have access to strategic planning with the best candidates with relevant expertise placed in the right place. Therefore, the aim of this study is to develop a conceptual model that explain the relationship between talent management and employee retention. The study will be used to accumulate empirical literature by the name of talent management and talent retention in different online database sources such as Google Scholars, Springer Link, Wiley, Science Direct, JSTOR, Emerald full text, Scopus, and EBSCO HOST, etc. The review findings of the study shown that any success or loss of a company mostly depends on the activities and survival of talented employees. The study also found that the retention of employees is one of the challenges that many public and private organisations face, has become an even greater challenge facing human resources professionals because there is a luxury of choice for talented candidates in the global job skills market. At the same time, there is a lack of research emphasizing only on banking industry. The proposed conceptual model depicts the significant effect of working environment and other dimensions of talent management and its effect on employee retention in banking industry.

scholarly journals Impact of Human Resource Management Practices on Employee Retention: A Case of Banking Sector in Quetta Baluchistan

2017 ◽  
Vol 4 (3) ◽  
pp. 5-11 ◽  
Author(s):  
Palwasha Kakar ◽  
Abdul Raziq ◽  
Faisal Khan
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Employee Retention ◽  
Management Practices ◽  
Banking Sector ◽  
Future Research ◽  
Appraisal System ◽  
Human Resource Management Practices ◽  
The Right

The main objective of every organization is not only to select the right person for the right job, but also to fascinate and retain them within the organization. Employee retention has considerable importance these days. This research has conducted to investigate how human resource management practices (employee compensation, employee training, appraisal system and employee empowerment) affect retention of banks employees. The data of the research was quantitative survey, where questionnaires were distributed among 180 bank employees of different banks in Quetta city, out of which 150 were returned back. Data was analyzed using SPSS version 18.0. The results of the current examined that there is significant positive relationship exists between human recourse management practices (empowerment, compensation, training and appraisal system) with employee retention. The study also discusses the limitations and recommendation for future research.

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