Determinant Factors for Employee Retention: Should I Stay?

Nomahaza Binti Mahadi · Norliyana M.F. Woo · Shathees Baskaran · Azizul Yadi Yaakop

45 citations0/0 files storedInternational Journal of Academic Research in Business and Social Sciences

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Human Resource and Talent Management Employee Performance and Management AI and HR Technologies

Abstract

Many organizations are interested in succesion planning in developing their talent.However, there are some challenges in practically implement the planning in talent development process.For instance, one of the most challenging issues in human resource management is dealing with employee turnover, retention and engagement.As high turnover employee is a bad sign as it will increase organization overall cost and time spending to train the new employees.So, these issues need serious attention from the organization as it highly associated with the successful of the organization.Therefore, this conceptual paper presents the determinant factors for employee retention in an organization and challenges to implement it within the context of Malaysian organizations.This paper provide a better understanding how organizations could identify new strategies to improve their employee retention program.

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References

1993JOB SATISFACTION, ORGANIZATIONAL COMMITMENT, TURNOVER INTENTION, AND TURNOVER: PATH ANALYSES BASED ON META‐ANALYTIC FINDINGS 1999The Conservation of Resources Model Applied to Work–Family Conflict and Strain 1990International Journal of Contemporary Hospitality Management 2013Employee Retention: A Review of Literature 2003Finders, keepers? Attracting, motivating and retaining knowledge workers 2006Challenges and prospects of HRM in developing countries: testing the HRM–performance link in the Eritrean civil service 2009An exploratory study of US lodging properties' organizational practices on employee turnover and retention 2006The effect of human resource management policies on organizational performance in Greek manufacturing firms

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