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Journal articles on the topic 'Employee Retention Strategies'

Author: Grafiati

Published: 5 June 2025

Last updated: 1 August 2025

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1

Pillazar, Arah Joy, Yvanne Paul Ligan, Beatriz Cortez, Guzman Russel De, Shiarra Mariell Mendoza, and Jowenie Mangarin. "STAY WITH US AND SUCCESS FOLLOWS: STRATEGIES USED BY ICCBI ADMINISTRATORS TOWARDS EMPLOYEE RETENTION." GUILD OF EDUCATORS IN TESOL INTERNATIONAL RESEARCH JOURNAL 2, no. 1 (2024): 16. https://doi.org/10.5281/zenodo.10893021.

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This study explores the employee retention strategies implemented by administrators in educational institutions, focusing on Immaculate Conception College of Balayan, Inc. The qualitative case study involved 10 participants, including administrators and employees selected based on stable tenure and appropriate qualifications. Through face-to-face interviews, key determinants influencing retention, such as teacher satisfaction, job contentment, professional growth, and loyalty, were identified. Recognition and incentives emerged as the primary retention strategy, significantly influencing emplo

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Arubayi, Olusoji Damaro. "Influence of Engagement Strategies on Employee Retention in Nigeria." European Journal of Business and Management Research 7, no. 5 (2022): 250–54. http://dx.doi.org/10.24018/ejbmr.2022.7.5.1683.

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This study seeks to assess the influence of engagement strategies on employee retention in Nigeria. Three (3) engagement strategies (meritocracy, employer branding, and succession planning) were assessed on employee retention. The descriptive survey design and primary data (questionnaires) were employed. The questionnaire was administered to 300 employees of oil and gas firms and data obtained were analyzed using both descriptive (mean) and inferential (Spearman Rank Correlation) statistical tools. Findings showed that the meritocracy strategy is the most ranked factor influencing employee ret

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Mendoza, Xavier Lawrence D., Jerico B. Tadeo, Reychelle T. Bulan, Samuel Jr B. Leyson, and Veronian P. Rodriguez. "Microanalysis of Employee Retention Strategies." Jurnal Ekonomi, Bisnis & Entrepreneurship 17, no. 1 (2023): 1–16. http://dx.doi.org/10.55208/jebe.v17i1.317.

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Maintaining top-tier personnel is difficult for convenience stores, as they must compete against larger businesses with higher budgets and more employee advantages. This study aimed to determine the employee retention management practices in selected convenience stores in Cavite, Philippines. It utilized a descriptive research design and convenience sampling technique to select the respondents. The data was acquired by utilizing self-constructed questionnaires and Likert-scale to determine the effectiveness of employee retention. The study found that most respondents who manage a convenience s

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Rio Mattajang. "Employee Retention Strategy Based on Employee Engagement in Retaining High Performing Employees." Dalihan Na Tolu: Jurnal Hukum, Politik dan Komunikasi Indonesia 2, no. 02 (2022): 74–81. https://doi.org/10.58471/dalihannatolu.v2i02.559.

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Employee engagement has been widely recognized as a key factor in retaining competent and high-performing employees in organizations. This research aims to explore and analyze employee retention strategies that focus on employee engagement in the work environment. This research uses a qualitative approach with descriptive methods. The research results show that implementing strategies to increase employee retention based on employee engagement has a positive impact on employee loyalty to the company. It was found that solid orientation, positive company culture, listening to employee feedback,

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ABDULAZEEZ, Abdulmaleek Olawale, Uthman Opeyemi ADIGUN, and Lateef Damilare OLUSESI. "Retention Strategies for Technical Talents in the Technological Sector." Journal of Human Resource Management - HR Advances and Developments 28, no. 1 (2025): 35–46. https://doi.org/10.46287/lyuh5885.

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Purpose – Despite the growing recognition of human capital as a key driver of organizational success, many technological companies in Lagos State face persistent challenges in retaining skilled employees. This study addresses the gap by exploring how well current retention strategies, such as rewards, empowerment initiatives, and employee development programs, mitigate turnover. Aims(s) – This study examines the retention of technical talents in selected technological companies in Lagos State. Specifically, it examines the influence of reward, empowerment, training and employee engagement on t

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Mendoza, Xavier Lawrence D., Jerico B. Tadeo, Reychelle T. Bulan, Samuel Jr B. Leyson, and Veronian P. Rodriguez. "A Microanalysis of Employee Retention Strategies." Jurnal Ekonomi, Bisnis & Entrepreneurship 17, no. 1 (2023): 1–16. https://doi.org/10.55208/sd7y8390.

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Maintaining top-tier personnel is difficult for convenience stores, as they must compete against larger businesses with higher budgets and more employee advantages. This study aimed to determine the employee retention management practices in selected convenience stores in Cavite, Philippines. It utilized a descriptive research design and convenience sampling technique to select the respondents. The data was acquired by utilizing self-constructed questionnaires and Likert-scale to determine the effectiveness of employee retention. The study found that most respondents who manage a convenience s

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7

THAKUR, BARSHA. "Evaluating The Effectiveness of Employee Retentation Strategies." INTERNATIONAL JOURNAL OF SCIENTIFIC RESEARCH IN ENGINEERING AND MANAGEMENT 09, no. 04 (2025): 1–9. https://doi.org/10.55041/ijsrem46177.

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Abstract Evaluating employee retention strategies involves assessing their effectiveness in keeping valuable employees, ultimately impacting organizational success. This includes understanding the reasons behind employee departures, developing and implementing retention strategies, and measuring their impact on turnover rates, productivity, and overall employee satisfaction. Key aspects of evaluating employee retention strategies: · Identifying the causes of employee turnover: Understanding why employees leave (e.g., low salary, lack of growth prospects, poor work-life balance) is crucial for

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Jane, Shibalatani, and C. Hapompwe Chrine. "Investigating the Effect of Generation Moderation on Employee Retention Rates in Selected Audit Firms in Lusaka." Journal of Economics, Finance And Management Studies 08, no. 04 (2025): 2141–51. https://doi.org/10.5281/zenodo.15227660.

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Generation moderation in the workplace for auditing, characterized by a mix of employees from various age groups, plays a crucial role in creating a diverse, inclusive environment. It signals a commitment to valuing a range of perspectives, generational transfer and experiences. In recent years, the influx of millennials and Generation Z into the workforce has introduced new expectations and values, such as a greater emphasis on work-life balance, diversity, and inclusivity. The aim of this study was to investigate the effect of generation moderation on employee retention in selected audit fir

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Adamska-Chudzińska, Małgorzata, and Justyna Pawlak. "Employee Retention Factors: The Perspective of Employees and Managers." Krakow Review of Economics and Management/Zeszyty Naukowe Uniwersytetu Ekonomicznego w Krakowie, no. 2(1004) (July 1, 2024): 103–20. http://dx.doi.org/10.15678/krem.2024.1004.0206.

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Objective: The article identifies and explores differences in how employees and managers assess the importance of retention factors. It also looks at predictors of the importance employees attach to these factors. Research Design & Methods: Literature studies and quantitative empirical research were carried out with CAWI. The research questionnaire included a self-designed WCR form and the MQSS-JSS scale. Findings: Employees and managers differ in how they assess the importance of retention factors. Managers tend to underestimate the importance of individual factors. All of the predictors

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Wahyudi, Agustinus Sri, Ahmad Yanuar Syauki, Sunaeni, Loso Judijanto, and Mochamad Irfan. "Strategies for Enhancing Employee Retention: A Qualitative Study on Modern Human Resource Management Practices." International Journal of Science and Society 5, no. 5 (2023): 566–73. http://dx.doi.org/10.54783/ijsoc.v5i5.917.

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Employee retention is a critical concern for organizations in today's dynamic business environment. This qualitative study explores the strategies employed by modern human resource management practices to enhance employee retention. Through in-depth interviews and thematic analysis, this research delves into the perspectives of HR professionals and employees to identify effective retention strategies. The findings highlight the importance of a holistic approach that encompasses talent development, work-life balance, and a supportive organizational culture. Furthermore, this study sheds light o

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Al-Suraihi, Walid Abdullah, Siti Aida Samikon, Al-Hussain Abdullah Al-Suraihi, and Ishaq Ibrahim. "Employee Turnover: Causes, Importance and Retention Strategies." European Journal of Business and Management Research 6, no. 3 (2021): 1–10. http://dx.doi.org/10.24018/ejbmr.2021.6.3.893.

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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 e

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Sanushma, S., and N. Karunakaran. "Employee Retention Strategies Adopted by Companies in Kerala: A Case Study." PEARL Multidisciplinary Journal 8, no. 3 (2022): 12–24. https://doi.org/10.5281/zenodo.7100599.

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 Employee retention is the systematic effort to retain the current employees by providing best policies and to recognize various expectations of the employees. The challenge is not only to attract the talented employees and to retain them. This study analyzed the organizational factors influencing the employee retention and revealed individual factors leading employees to leave the organization and examined the necessary conditions to retain the employees. The major findings derived from the analysis precisely discloses that the respondents are satisfied with compensation benefits and wor

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K. Latika, Dr, and Geziah Sharon Rose. "A Study on the Effect of Employer Branding on Employee Retention Among Domestic Non-Voice in BPO Chennai." Journal of Development Economics and Management Research Studies 11, no. 21 (2024): 23–37. http://dx.doi.org/10.53422/jdms.2024.112103.

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In the highly competitive labour market, where employees counter boundless job offers, organizations have acknowledged the need to distinguish themselves from competitors by investing a considerable amount of time and effort into designing employer branding strategies to attract and retain skilled employees. Employee retention as maintaining or encouraging employees to stay in the organization for the longest time. A strong employer brand allows employers to retain their talented employees by building a positive image for the organization as a preferred place to work. The purpose of the study

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Hannay, Maureen, and Melissa Northam. "Low-Cost Strategies for Employee Retention." Compensation & Benefits Review 32, no. 4 (2000): 65–72. http://dx.doi.org/10.1177/08863680022097920.

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15

Samašonok, Kristina. "Employee turnover: causes and retention strategies." Entrepreneurship and Sustainability Issues 11, no. 3 (2024): 134–48. http://dx.doi.org/10.9770/jesi.2024.11.3(9).

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Susanto, Primadi Candra, Kamsariaty Kamsariaty, Jatmiko Murdiono, Nuraeni Nuraeni, and Erni Pratiwi Perwitasari. "Strategies to Prevent Employee Turnover: Implementation Program Employee Engagement & Employee Retention." Dinasti International Journal of Management Science 6, no. 1 (2024): 89–97. https://doi.org/10.38035/dijms.v6i1.2988.

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The purpose of this scientific article is to provide qualitative insights and descriptions that the variables related to employee engagement, employee turnover and employee retention are important for organizations to be used as a foundation, as well as for other interests. Qualitative research methods can provide valuable insights in analyzing employee engagement, employee retention, and employee turnover. A qualitative approach is focused on understanding an individual's experiences, perceptions, and behaviors and can help uncover the reasons and motivations behind them. One approach in qual

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Khanna Malhotra, Rupa. "Employee Retention Strategies in Leading IT and ITEs Organizations in India: A Cross-Sectional Perspective." International Journal of Management, IT and Engineering 08, no. 04 (2018): 282–90. http://dx.doi.org/10.36893/ijmie.2018.v8i4.282-290.

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The employee retention strategies employed by leading IT and ITEs organizations in India are critical for maintaining a competitive edge in the market, ensuring consistent productivity, and minimizing recruitment and training costs. Various retention strategies used by organizations includes career development opportunities, competitive compensation and benefits, a positive work environment, work-life balance, employee recognition programs, employee engagement activities & continuous feedback and communication. To improve employee retention employers should focus on improving job satisfact

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Sridevi, A. Mamatha, and J. Suresh Reddy. "Employee Retention Strategies at Selected IT Organisations, Hyderabad." Asian Journal of Economics, Business and Accounting 23, no. 21 (2023): 241–48. http://dx.doi.org/10.9734/ajeba/2023/v23i211131.

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Innovative, efficient and effective strategies of an organisation to retain their best talents are called employee retention strategies; a voluntary attrition is a dysfunctional employee turnover where the best employees of an organisation leave the organisation voluntarily. In the present day scenario voluntary attrition is termed as the great resignation [1] in the Information Technology (IT) sector, this great attrition has continued since 2020 and is predicted to continue till 2025 so employee retention has become a challenging task for IT sectors to retain their best talents. Every organi

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Kulkarni, Dr. Manisha, and Dr. Jayasri Murali Iyengar. ""Predictive Analysis of Employee Turnover Patterns: A Machine Learning Approach for Enhanced Retention Strategies"." International Journal of Advance and Applied Research 11, no. 1 (2023): 263–66. https://doi.org/10.5281/zenodo.10159592.

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<strong>Abstract:</strong>The preservation of valuable human capital through effective employee retention is paramount for organizational success, contributing to a positive work environment and long-term growth. However, discerning the intricate factors influencing employee retention poses a persistent challenge for many organizations. This research endeavours to utilize machine learning techniques to scrutinize employee retention patterns, pinpoint pivotal determinants, and construct predictive models guiding targeted retention strategies. Leveraging the HR Analytics dataset encompassing dat

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Bhavania, S., Dr K. Jagannayakib, and Dr Vara Lakshmi Thavva. "A study on Employee Perception Towards Attrition and Retention Strategies." International Journal of Research Publication and Reviews 6, no. 6 (2025): 4011–16. https://doi.org/10.55248/gengpi.6.0625.2147.

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Patro, Chandra Sekhar. "A Study on the Impact of Employee Retention Policies on Organisation Productivity in Private Sector." International Journal of Asian Business and Information Management 5, no. 3 (2014): 48–63. http://dx.doi.org/10.4018/ijabim.2014070104.

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During the last decade, employee retention has become a most critical issue for all private sector organisations as a result of the shortage of skilled labor, economic growth and employee turnover. Retention of employees is an important function of the Human Resource Management. Employees are the assets of any organization. The organizations have to strive to retain the talents of the employees by implementing effective retention strategies. These strategies would subsequently have an impact on productivity and sustainability of the organization. Employee retention refers to the various polici

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Mazikana, Anthony Tapiwa, and Precious Hove. "Developing an Employee Retention Strategy for Improving Organizational Performance in Zimbabwe: Case of Mashonaland Tobacco Company." International Journal of Research and Innovation in Social Science VIII, no. III (2024): 1725–49. http://dx.doi.org/10.47772/ijriss.2024.803125.

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This study was aimed at an employee retention strategy for improving organizational performance in Zimbabwe: Case of Mas honaland Tobacco Company. This study was guided by objectives such as to establish the relationship between employee retention strategies and worker performance, to determine factors that influence employee retention, to identify challenges associated with the implementation of the retention strategies and to develop an employee retention model aimed to improve organizational performance at MTC. This study adopted pragmatism research philosophy which assisted the researcher

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Chaudhary, Manoj Kumar. "Employee Retention Strategies Used by Nepalese Banks." Nepal Journal of Multidisciplinary Research 5, no. 1 (2022): 14–20. http://dx.doi.org/10.3126/njmr.v5i1.44610.

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Employee retention has been a key factor for the sustainable operation of any organization. Among all the sectors of an economy, banking sector has been one of the sectors with higher employee turnover. This study aims to investigate retention issues in Civil Bank and Mega Bank limited located in Kathmandu valley. The study has collected data from 132 employees (from different levels and different departments working in these commercial banks through 5-point Likert questionnaire and processed with the help of SPSS. The collected data are analyze using descriptive statistics and regression anal

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Chaudhary, Manoj Kumar. "Employee Retention Strategies Used by Nepalese Banks." Nepal Journal of Multidisciplinary Research 5, no. 1 (2022): 14–20. http://dx.doi.org/10.3126/njmr.v5i1.44610.

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Employee retention has been a key factor for the sustainable operation of any organization. Among all the sectors of an economy, banking sector has been one of the sectors with higher employee turnover. This study aims to investigate retention issues in Civil Bank and Mega Bank limited located in Kathmandu valley. The study has collected data from 132 employees (from different levels and different departments working in these commercial banks through 5-point Likert questionnaire and processed with the help of SPSS. The collected data are analyze using descriptive statistics and regression anal

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S, Jaikumar, and Srividhya K. "A Study on Employee Retention and Process of Update Color Process Pvt Ltd., to Pallipalayam." International Journal of Innovative Research in Information Security 09, no. 04 (2023): 371–75. http://dx.doi.org/10.26562/ijiris.2023.v0904.27.

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Employee Retention is a challenging concern of the organization. This study stressed on Employee Retention strategies. Employees are the assets of the organization. To retain skilful and committed employee in the organization management should take care of employee satisfaction. Find out the reasons employee turnover and overcome this. The purpose of this study in prove how employee retention is essential in this days and age and if the organizations are not wake to the situation and immediate action are not taken to that effect what repercussions lay ahead and how they would affect the organi

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Sakthivelan, Dr Sree, and Sofiya N. "A Study on Employee Retention and Process of Update Colour Process Pvt.Ltd., pallipalayam." International Journal of Innovative Research in Advanced Engineering 11, no. 05 (2024): 652–55. http://dx.doi.org/10.26562/ijirae.2024.v1105.32.

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Employee Retention is a challenging concern of the organization. This study stressed on Employee Retention strategies. Employees are the assets of the organization. To retain skillful and committed employee in the organization management should take care of employee satisfaction. Find out the reasons employee turnover and overcome this. The purpose of this study in prove how employee retention is essential in this days and age and if the organizations are not wake to the situation and immediate action are not taken to that effect what repercussions lay ahead and how they would affect the organ

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Umpusinga, Hasrun Afandi, Eva Yuniarti Utami, Wilda Widiawati, and Moh Hafidurrahman. "Analyzing Employee Retention in Growing Indonesian MSMEs: Factors such as Compensation, Career Opportunities, and Leadership Styles." International Journal of Business, Law, and Education 5, no. 1 (2024): 215–35. http://dx.doi.org/10.56442/ijble.v5i1.376.

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This study looks into the intricate connections between leadership style, pay, career possibilities, employee performance, staff retention, and the productivity of Micro, Small, and Medium-Sized Enterprises (MSMEs) in Indonesia. The study employed a quantitative research methodology using Structural Equation Modeling-Partial Least Squares (SEM-PLS) analysis to gather and examine data from 487 employees of MSMEs in Indonesia. Significant conclusions emerged from the data, including the following: high employee performance positively impacts employee retention and MSME performance, structured ca

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Shandilya, Sumit, Avleen Kaur, and Jaskiran Arora. "Organizational risk and employee retention model: Which employees matter and how to retain them?" Human Resources Management and Services 4, no. 1 (2022): 3429. http://dx.doi.org/10.18282/hrms.v4i1.3429.

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Employee retention is a critical concern for organizations in today’s dynamic labor market. This paper introduces a novel framework, integrating “absolute potential of the employee” and “risk associated with leaving the employee”, to address this challenge. Findings from the study suggest that this framework can effectively assist organizations in strategizing retention techniques. The research methodology employed an exploratory research design and collected data from 576 employees across various sectors. The results indicate significant implications for organizational risk assessment and emp

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Kaur, Avleen, and Sumit Shandilya. "Organizational risk and employee retention model: Which employees matter and how to retain them?" Human Resources Management and Services 6, no. 4 (2024): 3429. http://dx.doi.org/10.18282/hrms.v6i4.3429.

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Employee retention is a critical concern for organizations in today’s dynamic labor market. This paper introduces a novel framework, integrating “Absolute Potential of the Employee” and “Risk associated if the Employee leaves”, to address this challenge. Findings from the study suggest that this framework can effectively assist organizations in strategizing retention techniques. The research methodology employed exploratory research design and collected data from 576 employees across various sectors. Results indicate significant implications for organizational risk assessment and employee rete

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Ghani, Bilqees, Muhammad Zada, Khalid Rasheed Memon, et al. "Challenges and Strategies for Employee Retention in the Hospitality Industry: A Review." Sustainability 14, no. 5 (2022): 2885. http://dx.doi.org/10.3390/su14052885.

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Despite the issues that the hospitality industry encounters in retaining talented employees, little attention has been paid to the development of retention strategies, resulting in poor organizational performance and sustainable growth. The current study, therefore, aims to review and discuss the employee retention strategies in the hospitality industry in order to keep talented employees for a longer period of time. The study is based on past literature and peer-reviewed articles published between 2010 and 2020. The databases Web Knowledge, Emerald, Google Scholar, and Science Direct were use

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Schabasser, Christina. "Keeping your staff: a guideline for successful retention strategies." Proceedings of London International Conferences, no. 10 (June 3, 2024): 88–101. http://dx.doi.org/10.31039/plic.2024.10.211.

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Employees are a major asset and the key to a company's success. Therefore, companies should do their best to retain them. However, the rise in employee turnover has been a challenge for companies worldwide. Some factors lead to such a condition, including high-stress levels, poor employee commitment, and poor remuneration. This study surveyed employees from diverse global industries to identify factors that lead to employee retention and turnover as well as determine retention strategies.

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Schabasser, Christina. "Keeping your staff: a guideline for successful retention strategies." London Journal of Interdisciplinary Sciences, no. 4 (February 9, 2025): 97–110. https://doi.org/10.31039/ljis.2025.4.308.

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Employees are a major asset and the key to a company's success. Therefore, companies should do their best to retain them. However, the rise in employee turnover has been a challenge for companies worldwide. Some factors lead to such a condition, including high-stress levels, poor employee commitment, and poor remuneration. This study surveyed employees from diverse global industries to identify factors that lead to employee retention and turnover as well as determine retention strategies.

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Ms., Riya Susan Satish, and J. Eugene Dr. "A STUDY ON EMPLOYEE RETENTION AND STRATEGIES IN THE HOSPITALITY INDUSTRY." International Journal of Novel Research in Education and Learning 11, no. 2 (2024): 16–26. https://doi.org/10.5281/zenodo.11076599.

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<strong>Abstract:</strong>  Turnover is one of the subjects with much research in the organizational sciences and economics. Turnover rate can be minimized by encouraging employee retention. Many studies on turnover and employee retention claim that employee retention can help in reducing significant costs on training and induction. As the current employees have adequate experience, they can work up to their full potential. Most companies follow strategies that help in retaining the existing staff. This research aims to find out about various retention strategies and the benefits of inves

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Kojo, Emmanuel M., Eric Osei, and Barbara A. Nana. "Effect of Innovative Human Resource Management Strategies on Employee Retention: A Systematic Review of Literature." International Journal of Entrepreneurship, Innovation, and Business Strategies 3, no. 1 (2025): 35–45. https://doi.org/10.58425/ijeib.v3i1.370.

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Aim: A systematic review of the effect of innovative human resource management strategies on employee retention Methods: This study employed a systematic review approach. Multiple bibliographic databases, including Google Scholar, Semantic Scholar, ResearchGate, Sage, JSTOR, ScienceDirect, Emerald Insight, and Elsevier were systematically searched. Titles, abstracts, and keywords related to innovative human resource management strategies and employee retention were screened. Search terms included innovative human resource, management strategies, employee retention, workforce engagement, employ

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Dr., K. Jayapriya, and MadhanKumari M. "A Study on Employee Retention Strategies at Venkraft Paper Mills Pvt Ltd Hosur." International Journal of Innovative Research in Information Security 09, no. 04 (2023): 308–11. http://dx.doi.org/10.26562/ijiris.2023.v0904.15.

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Employee Retention is a challenging concern of the organization. This study stressed on Employee Retention strategies. Employees are the assets of the organization. To retain skillful and committed employees in the organization, management should take care of employee satisfaction. Find out the reasons of employee turnover and overcome this. The purpose of this study is to prove how employee retention is essential in this day and age, and if the organizations are not awake to the situation and immediate actions are not taken to that effect, what repercussions lay ahead and how they would affec

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Abdulai Sawaneh, Ibrahim, and Fatmata Kanko Kamara. "Evaluating Employee Retention Strategies on Job Performance." Science Journal of Business and Management 7, no. 3 (2019): 67. http://dx.doi.org/10.11648/j.sjbm.20190703.12.

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Abdul, Moiz Khan, Masood Hassan Dr., Shaikh Areeba, Naz Komal, Khalil Ahmed Mulaika, and Khalid Sanoria. "Determinants of Employee Retention- A Literature Review." International Journal of Management Sciences and Business Research 11, no. 06 (2022): 78–85. https://doi.org/10.5281/zenodo.6911940.

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<em>Retention of employees is very important. It is one of the main challenges faced by biggest companies just because they don’t look after the problems of employees. In this research, we will talk about the determinants of employee’s retention. What causes employees demotivation, which ends up them leaving the job. It can be because the employee interest doesn’t match with the organization objectives. It is very important to clarify the employees with the objectives of the company. It is very important to promote training, provide opportunities for growth salaries and fair

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Huseynova, Aydan, Jana Matošková, and Ales Gregar. "Linking employer branding and firm-level performance: The case of Azerbaijani firms registered on Glassdoor." Problems and Perspectives in Management 20, no. 1 (2022): 128–42. http://dx.doi.org/10.21511/ppm.20(1).2022.12.

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In today’s competitive labor market, firms use employer branding strategies to engage their workforce for better performance. However, the current understanding of the role of employer branding in firm-level performance in the context of developing countries is very limited. This study aims to investigate the importance of employee retention and recruitment efficiency to strengthen the relationship between employer branding and firm-level performance. Data are collected from 316 Azerbaijani firms that are tagged by the Glassdoor and reviewed by former employees. Structural equation modeling is

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Gayathiri G. "Exploring the Role of Artificial Intelligence-Powered HR Practices in Shaping Employee Engagement and Retention Strategies." Journal of Information Systems Engineering and Management 10, no. 3 (2025): 1301–17. https://doi.org/10.52783/jisem.v10i3.7772.

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The present research investigates the influence of AI-driven Human Resource practices on employee engagement and retention in the IT industry of Chennai, India. Employee engagement is examined as a mediating variable, whereas AI-reduced workload of employees is evaluated as a moderating factor. Data were collected by means of an organized Google Form survey from 317 valid responses, addressing IT professionals from five companies, using a quantitative, cross-sectional research design. Based on the level of employee experience (entry, mid, and senior), stratified random sampling was used. SPSS

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Ali, Hassan Khamah, and Christopher Kipngetich Saina. "Effects of Motivation Strategies for Managing Employees Retention Rate in Flower Farms in Naivasha Sub-County, Kenya." International Journal of Management Sciences and Business Research 10, no. 12 (2021): 06–16. https://doi.org/10.5281/zenodo.5824489.

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<em>In the present exceptionally serious work market, there is broad proof that associations paying little heed to measure, innovative advances and market center are confronting maintenance challenges. Individuals are an organization’s most basic resources in light of the fact that a remarkable individual gives an organization an upper hand. The purpose of this study was to explore the effect of motivation strategies on employee retention rate in flower farms in Naivasha, Kenya. The research Objectives were; to assess the extent at which progressive career development affects employee re

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J, Noorulkhathija, and Jahir Hussain A. "STRATEGIC EMPLOYEE RETENTION: ENHANCING WORKFORCE STABILITY THROUGH EFFECTIVE HR MANAGEMENT." ICTACT Journal on Management Studies 11, no. 1 (2025): 2032–37. https://doi.org/10.21917/ijms.2025.0314.

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Employee retention remains a critical challenge in human resource management, directly impacting organizational productivity, stability, and overall success. High turnover rates contribute to increased recruitment costs, loss of institutional knowledge, and decreased employee morale. Organizations struggle to implement effective retention strategies that address job satisfaction, career development, work-life balance, and compensation. This study explores key factors influencing employee retention and evaluates strategic interventions that enhance workforce stability. A mixed-method approach w

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Anggraini, Dewi Ratih, and Dedi Rianto Rahadi. "The Influence of Employee Engagement and Employee Welfare on Employee Retention Through Business Management Talent Strategies." International Journal of Scientific and Management Research 07, no. 02 (2024): 52–62. http://dx.doi.org/10.37502/ijsmr.2024.7205.

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This research aims to investigate the influence of employee engagement and happiness on employee retention through the implementation of talent management strategies in the context of Business Management. The research method uses Structural Equation Modeling - Partial Least Squares (SEM-PLS) using Smart-PLS software. The research population includes employees at PT ABC Cikaarang . Data collection was carried out using a questionnaire. The research results show high reliability in the variable measurement tools used, especially employee engagement, employee retention, employee welfare, and tale

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Hussein, Waal Neamah, and Baharuddin M. Hussin. "The Moderating Role of Job Satisfaction and Core Self-Evaluation, Between Employer Branding Factors and Employee Retention." International Journal of Human Resource Studies 15, no. 1 (2025): 76. https://doi.org/10.5296/ijhrs.v15i1.22395.

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Employee retention represents a strategic and integrated process that begins with an examination of the reasons employees choose to join an organisation. The human resource strategies implemented by a firm significantly impact an employee's decision to remain within that organisation. Grounded in social exchange theory, it is posited that when employees perceive their contributions as valuable, they are more likely to stay. However, there is a notable lack of studies that extend the model of employer branding factors influencing employee retention. This study argues that job satisfaction and i

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Macha, Erin Rasha C., and Ena A. Bernal. "LEVEL OF EMPLOYEE ENGAGEMENT AT ABC TECHNOLOGY SOLUTIONS COMPANY: BASIS FOR EMPLOYEE RETENTION STRATEGIES." Ignatian International Journal for Multidisciplinary Research 2, no. 11 (2024): 664–79. https://doi.org/10.5281/zenodo.14226775.

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The chosen technology solutions company is facing a dilemma about employees leaving the company; hence they are experiencing low retention rates. In 2023, their attrition rate was at 14.9% and most of the employees leaving the company are IT specialists and software engineers. This study determined the level of employee reaction to the existing retention strategies of the subject firm based on the three engagement factors which are achievement, camaraderie and equity. The research employed an opinion-based research method through a researcher-made questionnaire. The survey was conducted with 8

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Rofiudin, Aan Fakhrur, and Khotim Fadhli. "The Impact of Work Environment and Organizational Commitment on Employee Retention at PT. Putra Tani Bhinneka." INCOME: Innovation of Economics and Management 4, no. 3 (2025): 87–95. https://doi.org/10.32764/income.v4i3.5582.

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Human Resource Management plays a strategic role in ensuring employee retention, particularly in the face of global competition. This study examines the influence of the work environment and organizational commitment on employee retention at PT. Putra Tani Bhineka. A quantitative approach with a cross-sectional design was employed, utilizing a sample of 40 employees selected through saturated sampling. Data were collected through questionnaires, supported by interviews, and analyzed using multiple linear regression. The results show that both the work environment and organizational commitment

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Md., Mazharul Islam Bhuiyan, and Jalil Abdul. "HR Practices for Improving Employee Retention: Study on Some Selected Manufacturing Companies in Cumilla, Bangladesh." Journal of Economics, Finance And Management Studies 08, no. 02 (2025): 1342–48. https://doi.org/10.5281/zenodo.14929200.

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In today’s business environment, it's indisputable that having effective talent that is properly trained and competent is key in driving your organization forward. Putting lots of resources into training programs can ensure employees are always well versed in how to best serve the needs of customers and clients. After being an employee for quite a while, many of them are now looking for better opportunities. That’s why it's important to keep employees from leaving the company. Well designed employee retention programs can both attract new employees and help your business to retain

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Enyioko, Chilaka Onyekachi, Daniel Toluwani Abraham, Damilola Matthew, Ebiere Jennifer Olagunju, Godspower Oyinkuro Agbidi, and Oluwafemi Akinwolemiwa Adeseyoju. "EMPIRICAL ANALYSIS OF THE INFLUENCE OF EMPLOYEE RETENTION STRATEGIES ON CUSTOMER SATISFACTION WITHIN SELECTED HOTELS IN OSUN STATE, NIGERIA." GVU Journal of Management and Social Sciences 10, no. 1 (2025): 65–81. https://doi.org/10.5281/zenodo.15338820.

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The hospitality industry, particularly the hotel sector, is a critical driver of economic growth and employment in Nigeria. Employee retention plays a vital role in ensuring service quality, which directly influences customer satisfaction. This study empirically analyzes the influence of employee retention strategies on customer satisfaction in selected hotels in Osun State, Nigeria. The research objectives include assessing the impact of employee retention strategies on customer satisfaction, examining the relationship between specific retention strategies (such as compensation, career develo

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Sahil Goswami. "A Study of The Various Employee Retention Strategies Adopted by IT Industry." International Journal of Scientific Research in Science and Technology 11, no. 5 (2024): 285–91. http://dx.doi.org/10.32628/ijsrst24115106.

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In the rapidly changing landscape of the Information Technology (IT) sector, retaining employees has emerged as a significant challenge for organizations. This research investigates the diverse strategies that IT companies implement to keep skilled and capable personnel, with the goal of improving employee satisfaction and cultivating a constructive workplace atmosphere. It is a high-turnover industry that involves immense costs in recruitment, training, and onboarding procedures apart from the loss of vital knowledge and experience. A shortage of specialized IT skills is further caused by fas

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Soomro, Aqsa, Charles Ramendran, and Ramesh Kumar Moona Haji Mohamed. "The Role of Psychological Contracts in Enhancing Employee Retention Strategies." Semarak Advanced Research in Organizational Behaviour 3, no. 1 (2025): 1–20. https://doi.org/10.37934/sarob.3.1.120a.

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Among the many volatile challenges weighing heavily on this dynamic and competitive labour market, employee retention is paramount, especially in sectors like health care, where fluctuation in turnover can remarkably affect service quality and operational efficiency. This paper discusses the implications of a psychological contract on employee retention strategies. It means, the psychological contracts have gained a lot of importance as they reflect the perceptions of employees regarding the commitment of the organization to provide them job security, career development, and work-life balance.

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Soomro, Aqsa, Charles Ramendran, and Ramesh Kumar Moona Haji Mohamed. "The Role pf Psychological Contracts in Enhancing Employee Retention Strategies." Semarak Advanced Research in Organizational Behaviour 3, no. 1 (2024): 1–20. https://doi.org/10.37934/sarob.3.1.120.

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Among the many volatile challenges weighing heavily on this dynamic and competitive labour market, employee retention is paramount, especially in sectors like health care, where fluctuation in turnover can remarkably affect service quality and operational efficiency. This paper discusses the implications of a psychological contract on employee retention strategies. It means, the psychological contracts have gained a lot of importance as they reflect the perceptions of employees regarding the commitment of the organization to provide them job security, career development, and work-life balance.

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