scholarly journals Employee Development versus Compensation: Analysis of Employee Retention Strategies on Organizational Productivity

2019 ◽  
Vol 1 (3) ◽  
Keyword(s):  
Employee Retention ◽  
Employee Development ◽  
Organizational Productivity ◽  
Retention Strategies

The revolving door effect: Innovations in employee retention strategies

2009 ◽  
Author(s):  
Laura A. Steighner ◽  
Fred A. Mael ◽  
Dana E. Sims ◽  
Michael Ingerick
Keyword(s):  
Employee Retention ◽  
Revolving Door ◽  
Retention Strategies

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.

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

2021 ◽  
pp. 209-214
Author(s):  
Manoj S ◽  
Renee Namratha
Keyword(s):  
Employee Retention ◽  
Research Work ◽  
Demographic Variables ◽  
Specific Reference ◽  
It Industry ◽  
Retention Strategies ◽  
Organizational Goals ◽  
Significant Difference ◽  
Organizational Variable ◽  
Work Done

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.

scholarly journals Dynamics of Employee Retention Among SMEs in a Developing Economy

2021 ◽  
Vol 15 ◽  
pp. 72-80
Author(s):  
Aminu Sanda ◽  
Alex Ntsiful
Keyword(s):  
Family Support ◽  
Employee Retention ◽  
Management Practices ◽  
Service Industries ◽  
Quantitative Approach ◽  
Developing Economy ◽  
Retention Strategies ◽  
Hr Practices ◽  
Work Family ◽  
Medium Firms

The purpose of this study was to understand the challenges SME managers in a developing economy such as Ghana face in retaining their employees and how the situation could be mediated. This is because Ghanaian small and mediumsize enterprises are overwhelmed with the issue of how to retain their employees. Using a quantitative approach, data was collected from a sample of 300 SME managers and employees in fifteen small and medium firms in the manufacturing, financial, hospitality, IT, retail and service industries, it was found that the firms’ HR practices significantly impact negatively employee retention. It is therefore concluded that the best retention strategies available to SMEs in Ghana is the need to adopt a flexible workplace practices and work family support policies as well as focusing on good reward management practices.

scholarly journals Pengaruh Lingkungan kerja, Budaya Organisasi, Pengembangan Karyawan dan Kepuasan Kerja terhadap Retensi Karyawan Generasi Y di PT Pamapersada Nusantara

2019 ◽  
Vol 27 (1) ◽  
pp. 26-37
Author(s):  
Husain Nurisman
Keyword(s):  
Job Satisfaction ◽  
Employee Retention ◽  
Employee Development ◽  
Sampling Technique ◽  
Organization Culture ◽  
Structure Equation ◽  
Equation Modeling ◽  
Gen Y ◽  
Structure Equation Modeling ◽  
The Impact

The aim of this study to investigate the impact of  Work Enviroment, Organization Culture, Employee Development, Job Satisfaction to Gen Y Employee Retention using Structure Equation. The data is obtained from 225 Gen Y employees from PT Pamapersada Nusantara. The responden ware chosen by Proportionate Stratified Sampling Technique. The data was collected with questionaire and analysis with Structure Equation Modeling (SEM). Result of this study is there is a significant impact of Work Enviroment, Organization Culture, Employee Development to Job Satisfaction and there is no significant impact of  Work Enviroment, Organization Culture, Employee Development, to Employee Retention also there is indirect effect of  Organizational Culture and Employee Development to Employee Retention through Job Satisfaction.

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

2020 ◽  
pp. 28-32
Author(s):  
Elingua Kuume ◽  
◽  
Nikodemus Angula ◽  
Keyword(s):  
Employee Retention ◽  
Single Case ◽  
Business Leaders ◽  
The Body ◽  
Retention Rates ◽  
Staff Retention ◽  
Retention Strategies ◽  
It Employees ◽  
Impact Of Technology

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.

Sign in / Sign up

Export Citation Format

Share Document