Applied employee retention has become the main

 

 

 

 

 

 

 

 

 

 

Applied Business Research

ASSIGNMENT. # 01

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SUBMITTED TO: SIR MUHAMMAD MASOOD MIR

Student Name: Hassan Bashir – 9708

  Nazim Ali – 10593

 
Dur -e- Shahwar –

 

 

 

 

Factors
Affecting on Employee Retention

         
Introduction:

§   
What is basically
Employee Retention?

Employee
retention is the amount of time for employees to remain to the organization’s
policies and practices. Each organization has to invest time and money to train
new employees and make him an off-the-shelf company, and his employees
mentioned in the same breath. When an employee is fully trained and make
separation from service the organization completely lost. Employee retention
took into account the various measures taken in order to individuals in the
long stay within the organization.

In the present case, the employee
retention has become the main concern. Once trained individuals tend to move to
the other organizations for better prospects. The well-paid salaries, a
comfortable opportunity to better atmosphere, the growth prospects of employees
looking for a change in the number of factors. As long as the talented staff
expressed its willingness to continue to move forward, Management and Human
Resources team has a responsibility to intervene immediately to find out the
exact reasons for decision-making.

 

Need &
Importance of Employee Retention:

Let
us understand why retaining a valuable employee is essential for an
organization.

§    Hiring is not an easy process:

Human
resources professionals from a large group of people to filter out a few
individuals, conduct preliminary interviews and eventually handed over to the
appropriate line manager, allowing them to determine whether they are
appropriate for your organization. Recruiting the right person for the job is a
time-consuming process.

§    An organization invests time and money in grooming an
individual and make him ready to work and understand the corporate culture:

A
new staff is completely fresh and management really have to struggle to grow
his overall improvement. When a person suddenly leaves an organization, it is a
waste of time and money is wasted. The human resources department must re-start
the recruitment process, repeating the same vacancy. The mere repetition of
work. For an organization to find a suitable employee is a tedious task, when
the employee leaves, all efforts will be wasted.

§    Why do Employees Leave?

Research indicates that the majority of employees leave an
organization’s setback, with the parent or other team members. In some cases,
low pay, lack of development prospects and the power to compel employees
looking for a change. Management must make every effort to keep the system is
very important and is considered to be an effective contribution by employees.
Managers and Managers have the responsibility to ensure that the employees
satisfied with their roles and responsibilities and work each day to provide
them with new challenges and learning

§    When an individual resigns from his present
organization, it is more likely that he would join the competitors:

In this case, employees tend to view the current organization
in all policies, policies are taken to a new organization. The individual will
all of your important data, information and statistics available to their new
organizations and even, in some cases, disclosure of a secret organization. In
order to avoid this from happening, you must have new employees sign a
document, even if he leaves the organization, will not be able to pass any
information. Strict policies to prevent employees to join the competition. This
is the effective way to retain employees

§    The employees working for a longer period of time are
more familiar with the company’s policies, guidelines and thus they adjust
better:

Their
performance than regular shift work. In an organization, for a very long-time
employee understand both within and outside the organization, and therefore to
be able to contribute effectively.

§    It is essential for the organization to retain the
valuable employees showing potential:

Every
organization needs hard work and talented staff, they really can create
different things. If all of the top of the separation, any organization could
not survive. Organizations to retain those who truly work hard and are an
integral part of the system is essential for employees.

Management must understand what is valuable to the
organization’s contribution to the employee and is not much difference between
the employees. To sincerely encourage staff in the organization, remain happy,
do not change.

         
Problem Statement

Today, employee commitment and retention
has become an important strategy of the Organization. It is not only the best
and most talented employees is important, but it is equally necessary to retain
these employees for the organization and employees bring long-term benefits.

The purpose of this article is to review
the findings of research papers of various authors to derive the factors that
impact employee commitment and retention in a work environment

This study examines the following
factors.

Effective Talent Management Strategies;
Career Development Opportunities; Compensation and Benefits; Work Life Balance;
Performance Appraisals by Authors (Dr.
Mita et al., February 2014). This study is limited in India.

Significant relationships between organizational commitment
and employee retention factors like compensation, training and development and
supervisor support. Dockel (2001) conducted
a research in this regard however this research was specific to Telecom Industry
and South African working environment. There is some more related study like Training
and Development Compensation and Benefits Perk and Flexi Time.

There are some more
points which have never been researched in Pakistan specifically on IT Sector
like Health Benefits; Work Life Balance;
Problem with the Boss, Flexi work hours, Employee Engagement Activities, Role
Model at work & Work Redesigning

 

 

         
Research Question

 

1.      
What are the top factors that drive employee
retention?

2.      
Which one is the most important and least
important factor among these?

 

         
Research Objective

 

§  To Find out the impact of Health Benefits on Employee Retention

§  To Find out the impact of Flexi Work hours on Employee Retention

§  To Find out the impact of Employee Engagement on Employee Retention

§  To Find out the impact of Role Model at work on Employee Retention

§  To Find out the impact of Work Life Balance on Employee Retention

§  To Find out the impact of problem with the Boss on Employee Retention

§  To Find out the impact of Work Redesigning on Employee Retention

 

 

         
Scope of Research

 

§  This research will help many organizations and general people with
different ways including students of universities and HR Department of any
organization which can be greater scope and do betterment of the companies and
this will provide enough knowledge to those who can read and apply in his
research and add further to this research.

 

         
Significance of Research

 

§  This research will help for IT Industries as far as now IT Department is
growing with fast pace and for this HR Department of IT organization is assigned
with retaining high quality resources with duty of managing the Talent in
addition to its conventional function of providing good human capital to an
organization. To perform this role, they use the following methods viz.,
Identifying the Talent which is required Right selection of him Talent Applying
competitive health benefits, work life balance, Flexi work hours, employee
engagement activities and compensation and state –of –the art performance
appraisal systems aligning the acquired Talent Developing and nurturing the
Talent, and Retaining the Talent.

 

         
Hypothesis

 

1 -)       H1 – There is positive relationship between health benefits and
employee retention.

H0 –
There is negative relationship between health benefits and employee retention.

 

2 -)       H1 – There is a positive impact of Work
Life balance on employee retention.

H0 –
There is a negative impact of Work Life balance on employee retention.

 

3 -)       H1 – Problem with the Boss is positively and significantly
correlated with employee retention

H0 – Problem
with the Boss is negatively and non-significantly correlated with employee    retention.

 

4 –)      H1 – Work Redesigning is positive relationship with employee
retention.

H0 – Work
Redesigning is negative relationship with employee retention.

 

5 -)       H1 – Flexi Work Hour is positively correlated with employee
retention

H0 –
Flexi Work Hour is negatively correlated with employee retention.

 

 

 

 

 

 

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