The Impact of HR Practices on the Retention of Employees

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Retention: Employee retention is a practice in which the employees are convinced to stay in the organization for the most period of time or until the accomplishment of the plan. There is no scarcity of opportunities for a capable person. There are countless organizations, which are looking for such employees. If individuals are not satisfied by the job they are doing, they might switch over to some other more appropriate job. In today’s upbringing it turns out to be very imperative for organizations to retain their employees (Dibble, 2000). Employee retention is supportive for the organization with that of the employee. Employees today are diverse. They are not the ones who don’t have first-rate opportunities in hand. As soon as they dissatisfy with the current organization or the job, they switch over to the next job. It is the duty of the organization to keep their paramount employees (Phillips and Connell, 2003). Employee retention concerns taking measures to convince employees to remain with the organization for the most period of time. Today employees’ retention has become the major issue for organizations. Hiring knowledgeable workers for the job is essential for an organization. However retention is even more crucial than hiring (Inkson, 2007). (Huselid, 1995) found that investments in HR activities such as incentive compensation, selective staffing techniques and employee participation resulted in lower turnover, greater output, and improved organizational performance through their impact on skills advancement and motivation. The prioritization of employees is important to competitive advantage and therefore business success has understood that specific notice has been given to the retention of highly skilled or except... ... middle of paper ... ...o Denisi and Arup Varma,2000 • Phillips and Connell, A. O. (2003), Managing Employee Retention: a strategic accountability approach. Amsterdam; Boston, MA; Alexandria, Va.: Butterworth-Heinemann. • Patricia K. Zingheim, Jay R. Schuster, and Marvin G. Dertien(2009) Compensation, Reward and Retention Practices in Fast-Growth Companies, Article published in WorldatWork Journal, Volume 18 No.2, pages 22-39 • PERFORMANCE MANAGEMENT BY ROBERT BACAL 1999 • Schuster, F. 1986. The Schuster Report. New York: John Wiley and Sons. • Schein, E.H. (1990). Organizational culture. American Psychologist, 45, 109-119. • Singh, K., 2005. The effect of human resource practices on firm performance in India, Human Resources Development International, 6 (1): 101-116. • Wimbush, J. C., 2005. Spotlight on human resources management, Business Horizons, 48: 463-467.
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