Thesis on phd of employee retention strategy in bangladesh
Fostering a supportive working environment in which employee morale is high is important to employee retention and motivation. Implications for a positive social change include the use of strategic retention strategies to improve organizational awareness and employee morale, which may lead to a decrease in employee turnover, a decrease in retention challenges, and an increase employee morale and organizational and economic development.
The study found that Kenyatta University does not conduct a needs analysis before offering training. This study therefore recommends that Kenyatta University should conduct a needs analysis before offering training. The study also recommends that staff recruitment and selection policies in Kenyatta University should be improved so as to attract more professional teaching staff. Abduljlil, F. M, Yazam, M. International Journal of Human Resource Studies, 2 1 Antoncic, J.
Employee satisfaction, entrepreneurship and firm growth: a Model.
Trends in Employee Turnover and Retention - A Peer-Reviewed Academic Articles - GBR
Armstrong, M. Handbook of Human Resource Management Practice. London: Kogan Page Limited. Bairi, J. Knowledge retention in the IT service industry. Journal of Systems and Information Technology, 13 1 Batt, R.
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Phd thesis on employee motivation
Ppt Strategic Human Resources Download. Why Recruitment As A Career??? Talent Mgmt Talent Management Dissertation. Organizational Behaviour Model Papers. At the same time, the reviewed literature has revealed mixed results regarding the effect of SHRM indicators on employee retention in organizations, which makes it hard to reach to a definite conclusion about this impact. Second, the studies have been conducted mostly in the developed countries where the setup may not be the same as in the developing ones Mbugua,p.
So, the researcher here believes that this is a meaningful area that needs more study with specific reference to Egypt. For that reason, this study was undertaken, as it adopted an analytical approach in its theoretical part and used an empirical study in the applied one. Thereby, the main objective of this research is to add to the limited scientific body of literature related to SHRM in the public sector, especially in developing countries, and its actual role in the retention of skilled workforce.
The most important SHRM activities here that have been identified with the help of literature are recruitment and selection, training and career development, performance appraisal, compensation and benefits.
Phd thesis on employee retention
Eventually, the empirical study analyzes the SHRM-retention relationship at the National Bank of Egypt NBEand then it proposes some administrative and managerial reforms to boost the influence of HRM strategies and programs on employee retention. This study investigates a main research question which is: RQ.
To answer this major question, the paper intends to find answers to the following questions: Q1. What is the meaning of SHRM? What are its key activities and practices? How do researchers define the concepts of retention versus turnover?
What are the intrinsic and extrinsic motivational factors influencing employee retention? How do SHRM practices applied at NBE affect employee satisfaction and retention there, considering the demographic and professional characteristics of respondents? Subsequently, the research examines its principal variables, as illustrated in Figure 1.
It involves taking a wide and long-term view of where the business is going and ensuring that strategic direction is maintained. Therefore, SHRM is considered a new paradigm in managing the human factor at modern organizations Waiganjo et al. According to ArmstrongSHRM is based on three assumptions: first that human capital is a major source of competitive advantage, second that it is people who execute the strategic plan and third that a systematic method must be adopted to define where the organization wants to go and how it should reach there.
In general, SHRM aims to attain strategic fit. Hence, SHRM is a process that involves the use of overarching approaches to the development of HR strategies, which are integrated vertically with the business strategy and horizontally with each other.
These strategies identify the intentions and plans related to overall organizational considerations such as organizational effectiveness, and to more specific aspects of people management such as learning and development Armstrong,pp.
In this regard, De Cieri and Kramarp. Besides, after studying more than organizations in the USA, Huselid suggested that HRM practices can be classified into two broad categories: those that improve skills and those which enhance motivation.
In light of this, the SHRM function may involve a variety of practices and activities; key among them are Allui and Sahni,pp. The overall purpose of recruitment is to obtain at minimum cost the quality of employees required writer of essay satisfy the strategic needs of the organization, whereas selection implies judging applicants on a variety of criteria, ranging from the objective and measurable ones e. Training and career development.
They are the formal activities undertaken by the company to assist employees acquire the knowledge, skills, abilities and experience needed to phd thesis on employee turnover current or future jobs. Performance appraisal. It is the process of judging how well employees perform their tasks compared to a set of placed standards.
Compensation and benefits. They are the cumulative monetary and non-monetary rewards paid to employees in return for their efforts. In conclusion, SHRM is an area that continues to evoke a lot of controversy as to what it actually embraces; there is no clear agreement concerning the design of this field, particularly with regard to its definition.
Until recently, there has been little in the way of formulating strong theoretical paradigms to aid in understanding both the role of HRM in organizations and the determinants of various HR practices.
Factors that Influence Employee Retention: A Study in Motivation
However, it is confirmed that external and internal environment scanning is a crucial element of SHRM particularly, in which the organization can realize the environmental opportunities and threats in light of its strengths and weaknesses Fottler,p. Scholars have considered employee retention management as a strategic and cohesive process that begins with examining the reasons why employees join an organization Brown, Worldwide, retention of skilled employees has been of serious concern to managers in face of high rates of employee attrition Samuel and Chipunza,p.
As turnover is a symptom of a vital systemic problem like an ineffective retention management, companies ought to comprehend what makes people commit themselves to being loyal and productive Embuhira,p.
It is the other side of the recruitment coin, as they are both hot issues. However, experts suggest that it is quite easy to recruit people, whereas it is much more difficult to retain them. Especially, that good employees have more external employment offers compared to average ones, and hence they are more likely to quit. The problem is further compounded by the fact that most companies, particularly large entities, seem to reward and satisfy new hires more than their current loyal employees Hemalatha and Savarimuthu,p.
Therefore, the easiest way to retain employees is to increase their satisfaction levels, but this will only be effective if performed correctly. The challenge here lies in tackling different employee needs, as they are varied Alnaqbi,p. More specifically, when looking at the earliest models of turnover, the basic tenet was that job dissatisfaction phd thesis on employee retention gives rise to turnover. Over time, researchers have looked at more predictors e. They have investigated the reasons of those predictors moving horizontally to the left and the consequences of turnover moving horizontally to the right.
They also have inserted predictors and criteria vertical expansionand have considered different levels horizontal expansionsuch as group and organizational variables e. Existing literature highlights the causes of employee turnover, such as hiring practices, managerial style, lack of competitive compensation, lack of recognition and venomous workplace.
Others include lack of job security, lack of interesting work, lack of promotion and inadequate training and advancement opportunities.
When handled, these are regarded as intrinsic and extrinsic motivational factors, which may influence employee turnover and retention. The problem is that managers have failed in identifying and appropriately using those variables as retention strategies commensurate with the distinctive cultures and systems of their organizations Samuel and Chipunza,p. In sum, successful employee retention should not rely on a single strategy.
According to Hemalatha and Savarimuthup. On the other hand, Samuel and Chipunza concluded that challenging work, training and development, freedom of innovative thinking, affiliation and job security are found to have significant influence on essay writing exercises retention in both public and private sector organizations.
Finally, it is apparent that securing quality performs simply adds to increased productivity and morale, and reduces the associated costs of turnover. But why then do employees continue to leave? Despite the remarkable literature on SHRM best practices, there is little consensus concerning which HR activities should be included as the ideal HRM system that is universally effective to catalyze retention. Given these different approaches to SHRM, it is evident that a more consolidated field of investigation would be beneficial to the development of knowledge in this area Embuhira,p.
Essentially, the need to address that situation is what has led to the purpose of the present study, and thereby this will be discussed and thoroughly clarified in the next part.Recognizing employees is a good strategy in retention. Employees that are recognized with the hard work they did will more likely to stay with the ompany because of their job satisfaction and recognition.
Offering above average compensation is the greatest way to retain employees. Satisfied employees with how much they make will make them stay longer in the company. Recommendations Company must be honest at the hiring process of what the benefits are and also thoroughly describe what the salary and the position is. They must explain what they expect from an employee and what phd thesis on employee turnover employee expects from them to avoid employee leaving. This will eliminate the feeling that their company or the position is not a good fit.
Conclusion Based on the information we gathered, we have concluded that company have avoided issues on employee turnover and retained their employees as long as possible by developing effective strategies that satisfy the needs of their employees. The costs of employee turnover ………………………………………… Suggestions to reduce high employee turnover …………….
Turnover employment Stanford coursework helpin a human resources context refers to the characteristic of a given company or industry, relative to rate at which an employer gains and loses staff.
If an employer is said to have a high turnoverit most often means that employees of that company have a phd thesis on employee turnover tenure than those of other companies in that same industry.
Similarly, if the average tenure of employees in a particular sector is lower than that in other sectors, that sector can be said to have a relatively Overview of Employee Turnover Research The impact of turnover has received considerable attention by senior management, human resources professionals, and industrial psychologists.
It has proven to be one of the most costly and seemingly intractable human resource challenges confronting organizations.
This paper provides a summary of information, abstracted from published research, on the costs of turnoverfactors contributing to its magnitude in organizations, and proposed remedies. Costs of Employee Turnover - advantages and disadvantages of employee turnover. Employee turnover is the difference in the rate of employees leaving a company and new employees filling up their positions.
Nowadays, it is becoming a major problem among most of the companies, especially in low paying jobs or jobs where workers are not proactive about their job. There are many aspects that play a significant role in the employee turnover rate of a particular company. Such aspects can stem from both the company The impact of turnover has received considerable attention by senior management, human resources professionals and industrial psychologists. It has proven to be one of the most costly and seemingly intractable human resource challenges confronting by several organizations globally.
The purpose of this research is therefore, to find out the actual reasons behind turnover and its damaging Employee turnover Employee turnover refers to the proportion of employees who leave an organisation Analysis Employee Turnover Employee turnover is a ratio comparison of the number of employees Cost Of Employee Turnover This article provides estimates of turnover costs for various groups of employees, and details the various factors that influence the total turnover figure.
Employee turnover is far more expensive than most people realise. In the worst case scenarios the loss of a single individual can put at risk a major project, with implications for the long term viability of the company. Many firms are underestimating the total cost of employee turnover by simply considering Managing Employee Retention and Turnover Employee retention has always been an important focus for human resource managers. Once a company has invested time and money to recruit and train a good employeeit is in their own best interest to retain that employeeto further develop and motivate him so that he continues to provide value to the organization.
But, employers must also recognize and tend to what is in the best interest of their employees, if they intend to keep them. When a company Wal Mart is public multinational corporation that runs chains of large discount department stores and warehouse stores whose headquarters are in Bentonville, Arkansas. The company is What Is the Real Cost Of Employee Turnover The employee turnover rate and the retention of skilled employees is a major problem businesses face.
Base on Foo Tian Company with 30 employees in plantation business. The articles include the reason of high employee turnover in the work place It is the process of an employee leaving and then having to fill that spot on the workforce. The problem with turnover is that with each new person a corporation or small business hires, that small business or corporation is spending sometimes thousands of dollars, not to mention countless hours, be able to hire, train and get the employee used to working within the ranks of your business.
This is time and money Abstract: This paper will examine the high employee turnover rate in Domino's Pizza. Employee turnover attributes to bad culture and defective human resources management within the company. Yet, this phd thesis on employee motivation proposes strategies that could lead to an increased in employee retention rate, recommends to aid the high turnoverand employee supervision strategies combined with other strategies regarding financial incentives.
This paper also provides recommends, such as, proper planning, enforcement of Research Depth Low Fast Medium High phd thesis on employee turnover Slow This option defines how much topic information the software should gather before generating your essay, a higher value generally means better essay but could also take more time. You should increase this value if the generated article is under the word limit.
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Phd thesis on employee turnover
We phd thesis on employee turnover have a huge group of essays writers that have the capacity to undertake any writing project you put to us. Our essays writers are so scholastically differed in numerous ways. It leaves us presently equipped to tackle even the most extraordinary writing tasks. Order Number This study will phd thesis on employee motivation a clear outline of the impact of training and development in organizations on employee turnover. The study will be of a great essence in helping to determine some of the training that is significant in lowering the rates of the employee turnover.
Also, some of the development strategies that help in reducing employee turnover will also be pointed out. An analysis of the interconnection between motivation and employee turnover in an organization. This study will aim at determining the relationship between employee motivation and their turnover in an organization. By carrying out this study, it will be possible to determine the effect of motivation on employee bucket list essay as well the effective means that can be employed in motivating employees in order to reduce the instances of employee turnover.
Our employee turnover research paper topic writers can assist you in understanding more about how this topic should be investigated. An empirical study on the influence of culture and diversity on employee turnover.
This study will target at determining if the culture and diversity of an organization have an impact on employee turnover. As a result of this study, it will be possible to distinguish between the cultures which have a positive and negative impact on employee turnover in an organization. Additionally, it will be possible to also determine the relationship that exists between diversity and employee turnover. An investigation of the effects of employee turnover on the levels of productivity in an organization.
The study will aid in determining the effects that employee turnover has on the levels of productivity of the employees. As a result of the study, a highlight of how each of the effects of employee turnover affects the levels of the organizational productivity will be provided.
Employee empowerment as a determinant of the levels of employee turnover in an organization. This research will target at providing an explanation of how employee empowerment relates to employee turnover.