Literature reviews

1: The Impact of Human Resource Practices on Employee Retention in the

Telecom Sector

Maqsood, Amran and Chaudhry have completed this research in 2015. The main objective of this
study is to examine the human resource practices and their effect on employee retention. This
study focuses on the telecom sector of Pakistan. There are basically 4variables in the study
training and development, compensation, organizational culture and retention. These are the
most important HR practices that have been identified. The overall sample size of the study was
250.the data collected from questionnaire and data was analyzed through regression analysis.it
was observed that Compensation and culture has a positive relationship with employee retention
whereas training and development has a negative one.

The main result indicates that telecom sector is very capable and successful in employee
retention it is also providing a culture which is helpful in retaining employees at all levels. Also
through this study in near future we can easily pinpoint the variables that effect the retention of
employees by doing study with large samples and can easily carry on border aspect it will be
beneficial for both organization and the author or student.

Article Reference: http: www.econjournals.com

2: The Impact of HR Practices on Employee Retention; A Case of BPO Sector

N.R.A.S.S. Wijesiri, G.S. Paranagama, D.L.N.C. Thilakarathna, and U.P.G.Y Pathirana

researched this article and published it in 2018. The main objective of this study is the impact of
human resource practices on employee retention which is conducted on business process
outsourcing . there are three variables retention , BOP sector and simple random sampling. In
order to fulfill the gap research has been conducted between 3 companies namely A, B and C. the
overall sample size of the study was 237 executive level employees. In this data was collected
using questionnaire and analyzes through deductive approach. The result was obtained through
regression analysis all 3 companies indicated that there is less impact of HR practices on
employee retention.
The result of this study is that there is low impact of HR practice on employee retention level.
This maybe due to limited number of HR practices and there maybe other factors available
which can impact employee retention. In future they can take all the employee levels of one
company and study only one HR practice related HR practice of company.

Article reference: https://doi.org/10.5296/ijhrs.v9i1.14050

3: Human Resource Management Practices and Employee Retention: A

Review of Literature

shaheeb abdul Azeez published this article in 2017. The main objective of this study is to
highlight the various factors which affect retention initiatives in an organization and to explore
the retention between HR practices with job satisfaction leading to employee retention. Variables
are job satisfaction, employee retention, leadership, reward, salary, and recognition. Basically
this study is descriptive and only secondary data have been used in it. The secondary data consist
of books and various research journals.

The conclusion of the study is as employees are the main asset of the firm for whom the
organization depends and the author tried to explore the area of HRM practice and employee
retention by various researches. Moreover, to say that these factors should be conducted by the
HR professionals in order to understand the level and extend of the issue among the human
resource of the organizations.

Article reference: http://www.sciencedomain.org/review-history/19682

4: An Effectiveness of Human Resource Management Practices on Employee

Retention in Institute of Higher learning: - A Regression Analysis

Eric, lam, Ramesh and Charles published this article in 2012. The main aim of the study was that
employees regard importance of their empowerment, equality off compassion, job design
through training and expectancy towards effective performance management on their retention.
There are five variables employee empowerment, training and development, appraisal system,
compensation and employee retention. The data was collected through questionnaire and sample
was of 278 individuals. To analyze the data regression analysis was used.

Conclusion of he study is that the factors of the empowerment is not significantly related to
employee retention. This reflects the major finding that how different culture might have
different expectation on determining employment satisfaction and retention. Empowerment as
only independent variable to not been supported by this study can be carried out further in future
to investigate and counter the opposing results with supporting journals.

Article reference:
http://www.cscjournals.org/manuscript/Journals/IJBRM/Volume3/Issue2/IJBRM-81.pdf

5: Strategic human resource management and public employee retention

Marwa gaber ahmed published this article in 2018. The main purpose of this study is to explore
the dynamics of using strategic human resource management practices in public sector. Basically
this paper tries to point out some main aspects which strongly influence the decision of
employees to stay. Variables are recruitment and selection, training and development,
performance appraisal, compensation and benefits. The research is co-relational in nature which
cause and effect approach. The design of the study is theoretical in part and quantitative in
applied.

The paper conclude that the employment of best SHRM practices contributes to the retention of
core public employees There search has implications for both theory and practice; first it offers
several contributions to literature by means of formulating a conceptual framework which
identifies SHRM activities that may help in bolstering employee retention and eliminating
turnover, and second, the paper provides a practical guide to executives and policy makers.
Concerning future research, it should replicate the frame work of this study with larger samples,
and in other settings as manufacturing industries and within both public and private institutions.

Article reference: https://doi.org/10.1108/REPS-07-2018-002

6: Influence of Human Resource Management practices on Employee
Retention in Maldives Retail Industry

Mariyam imna and zubair Hassan have completed this research in 2015. The main objective of
this study seeks to establish the influence of human resource management practices on employee
retention. The independent variables to measure human resource management practices include
career and development, training and development, performance appraisal, reward and
compensation, and health & safety and The dependent variable used in this research is employee
retention. The study adopted descriptive and explanatory research design. Also this study used a
cross sectional survey methods using a survey questionnaires containing 30 items with Likert
Scale. The sample of 254 employees from 14 retail outlets in Male’ (capital city of Maldives)
were selected using convenient sampling. The collected data was analysed using descriptive
means and regression via SPSS.20

The results indicated that training and development is linked with career development, there is a
positive and significant influence on employee retention. Also when performance appraisal is
linked with reward and compensation there is a positive and significant influence on employee
retention. This study included only 14 retail organizations, future studies may include larger
sample by conducting the research on more organizations including tourist resorts, particular
only tourism industry . The future studies may compare differences based on socio-demographic
profile and might examine the similarities and difference of HR practices in different sectors in
Maldives.

Article link: http://www.ftms.edu.my/journals/pdf/IJABM/Apr2015/50-80.pdf

7: Influence of Human Resource Management Practices on Employee

Retention in Kenya Health Institutions: A Case Study of Nyeri County
Referral Hospital

Nancy Njeri Koigi and Dr. Esther Waiganjo have completed this research in 2013. The specific
objectives of the study were to establish whether career development and work-life balance
influence retention of medical staff in Nyeri County Referral Hospital. The study postulates that
employees retention (dependent variable) is a function of two main determinants namely, career
development and work-life balance (independent variables). The study adopted case study
design. The total population of the study was 121 medical staff in the hospital and a sample of 35
respondents. Data was collected using questionnaires which had both closed ended question and
open ended questions.

The results indicated that medical staffs are not currently satisfied with career development and
work-life balance in Nyeri County Referral Hospital. Career development and work-life balance
were found to have positive but insignificant effect on staff retention in the hospital. The study
concludes that current medical employees in Nyeri County Referral Hospital are not satisfied
with the current career development and work-life balance factors used in the study. The study
also revealed that current retention rate is very low though it can be increased if the factors under
this study were enhanced. The study recommends that county government of Nyeri and in
particular Nyeri County Referral Hospital should revise their training and development policies
to ensure fairness and accountability in their implementation.. Furthermore the study
recommends that, when dealing with Work-life balance health institutions should consider work-
life balance while engaging medical staff in unusual working hours as the research has proven
that Work-life balance had a positive influence on medical staff retention.

Article link:
https://pdfs.semanticscholar.org/ab26/f524ba848e8b508a77b5d5bdbceccd185331.pdf

8: IMPACT OF HUMAN RESOURCE MANAGEMENT (HRM)

PRACTICES ON EMPLOYEES RETENTION (A CASE STUDY OF
EDUCATION AND BANKING SECTOR IN BAHAWALPUR)

Muhammad Azhar Sheikh, Wusat-ul-Qamar, Fariha Iqbal conducted this study in 2010. The
main objective this research was to study the impact of HRM practices (career development
opportunities, supervisor support, working environment, rewards and work-life policies) on
employee retention in The Islamia University of Bahawalpur as well as the banks in Bahawalpur.
Secondary data was gathered from the previous research articles and journals while the primary
data was collected through the questionnaire, the questionnaires were got filled from the
employees of The Islamia University of Bahawalpur and the Bahawalpur branches of HBL, Bank
Alfalah and ABL. The sample size was 110 whereas 101 (92%) respondents provide the
feedback. The data collected through questionnaire was analyzed through SPSS statistical
software. Employee retention was the dependent variable, which was going to be checked for
relationship with career development, supervisor support, working environment, rewards and
work-life policies that were considered as independent variables.

In this study 11 questions were asked to the respondents, among which there were eight positive
question and four negative questions. The findings of these questions showed that there was a
good relationship between the employee retention and the HRM practices. Further studies may
include many other factors which may affect the level of employee retention but to time
constraint other factors are not taken for research. The sample size was also limited. In the study
no intervening or moderating variables are considered.

Article link:
https://www.researchgate.net/publication/304055762_IMPACT_OF_HUMAN_RESOURC
E_MANAGEMENT_HRM_PRACTICES_ON_EMPLOYEES_RETENTION_A_CASE_S
TUDY_OF_EDUCATION_AND_BANKING_SECTOR_IN_BAHAWALPUR_Muhammad
_Azhar_Sheikh_1_Wusat-ul-Qamar_2_Fariha_Iqbal_3

9: Effect of Human Resource Management Practices on Employee Retention

and Performance in Nigerian Insurance Industry

Dr. Ernest Jebolise Chukwuka, Nkiru Peace Nwakoby conducted this research in 2018. The main
objective of this study was to presents an empirical investigation of the effect of Human
Resource Management Practices on Employee Retention and Performance in Nigerian Insurance
Industry. A Sample size of 250 was determined from the population of 785 drawn from
Management and staff of selected firms from insurance industry using Taro Yamene’s formula.
The data collection was by questionnaire structured in five point Likert scale.

The study concludes from the result as confirmed by the survey that there was a weak and
insignificant effect of HRM practices on employee Retention in Nigerian Insurance Industry.
However, the study also confirmed that HRM practices have a positive and significant effect on
employee performance. This study has only confined itself on five human resource management
practices peculiar to Nigerian insurance Industry, which includes employee procurement,
Employee performance appraisal, Employee Training, Compensation and Employee Motivation.
The other human resources management practices need to be further studied upon.

Article link: https://www.wjrr.org/download_data/WJRR0604012.pdf

10: Impact of Human Resource Management Practices on Employee

Retention in Telecom Sector of Pakistan

Asma Zahoor, Shagufta Ijaz and Tabinda Muzammil conducted this research in 2015. The main
objective of this study is To understand the relationship between the Human Resource
Management Practices i.e. training and development and career development Opportunities on
Employee’s Retention in the telecom sector of Pakistan. In this study Human Resource
Management practices (training and development & career development opportunity) is
dependant variable and employee retention is independent variable. This research study is
quantitative in nature. Total 50 questionnaires were distributed in three telecom companies of
Rawalpindi and Islamabad and got back the 41 questionnaires. The sampling frame consists of
employees from sales and service departments.

In this research study, the results show that Training and development and Career Development
Opportunities have a great and significant positive relationship between Employee Retention. So
it is suggested that organizations must focus on HR practices for reducing the employee turnover
intention. This research study had a small sample size; therefore in order to get more generalize
results the simple size could be increased for future research. Research study was restricted to
Rawalpindi and Islamabad, so for more accurate and generalized results there is a need to
conduct this research to the other cities.

Article link: https://iiste.org/Journals/index.php/JRDM/article/viewFile/25981/26337

11: Investigating the mediating role of HR Policies in Employee Retention

Prof. Dr. Iqbal Ahmed, Salman Bashir & Prof. Dr.Chandan made this study. The main objective
of the study is to investigate the role of HR policies to mitigate the effect of “Push” factors in
employee retention. The study is regarding the banking sector of Karachi, Pakistan. The study’s
variables are HR policies and employee Retention. The study’s sample size is 140. Data
collection is made through questionnaires and is analyzed by regression analysis. The findings
showed that performance appraisal is the leading factor containing highest mean value whereas
employee recognition perceived to be a resulting factor showing lowest mean value.

The foremost result entails that the employees at HBL trust the appraisal process and it is based
on goals set in advance. Whereas, employees thought that they do not receive appropriate
recognition for their contribution and believe that they don’t have enough freedom to take
independent action when required
Article Reference:
https://pdfs.semanticscholar.org/ec1c/bc52effd007f428e9fb6df75e421576ef5c5.pdf

12: The effect of HRM Practices on Employee Retention in Thailand’s Multi-

national Corporations

Tootle et al conducted the study. The purpose of the study is to determine the effects of HRM
practices on employee retention in Thailand’s MNC’s with foreign direct investment that had
been promoted under board of investment to invest and based in the key industrial zone of the
eastern seaboard industrial estate. The sample size of the study is 411. Data collection is made
through questionnaires. Analysis are done through SPSS & AMOS. Findings showed that HR
practices have a direct and indirect effect on employee retention.

The study has given a deep understanding to HRM practices and employee retention, gave the
core information that the mediating variables specifically employee engagement play an
important role in the network of relationships.
Article reference:
https://www.academia.edu/28297270/THE_EFFECTS_OF_HUMAN_RESOURCE_MANA
GEMENT_PRACTICES_ON_EMPLOYEE_RETENTION_IN_THAILANDS_MULTINA
TIONAL_CORPORATIONS

13: HR Practices and Employee retention in Nigeria’s manufacturing

industries

Dr. Amaeshi Uzaoma conducted the study. The principal objective of the study is to capture the
predicting role of HR practices on employee retention. Variables of the study are employee
retention and benefits & compensation. The sample size of the study is 184 and data is collected
through questionnaires. Through regression analysis, the findings showed that only benefits and
compensation had a positive impact on respondents’ employee retention.

The results explained the importance of benefits and compensation in promoting employee
retention among respondents. The role of HR as a strategic partner should also be given serious
attention as it is important to ensure intention to stay inculcated with employees.

Article Reference: https://www.ijser.org/researchpaper/Human-Resource-Management-

Practices-and-Employee-retention.pdf

14. Impact of Organizational behavior and HR Practices on Employee

Retention in Parcel Service sector with special reference to Tamil Nadu

N. Sumathi, S. Parimala conducted the study. The core objective of the study is to analyze the
impact of HR practices on employee retention in Parcel service sector in Tamil Nadu. The
variables of the study are HR practices on employee retention. The data collection is made
through questionnaires. The sample size is of 625. The statistical tools which are applied on the
study are ANOVA, Likert’s scaling. The findings showed that 52% employees are male and 47%
are female. 47% of employees are aged between 21-39 years. On average, 79% of the people
said that they feel a strong sense of belonging to their organization. Majority of respondents
expressed high degree of satisfaction towards the insurance benefits and health care paid by their
organization.

The results of the study were that they began to give their employees a better lifestyle and an
easy one so that they do not go for alternative jobs to live their livelihood and serve the
organization will devotion.

Article Reference: https://www.ijltemas.in/DigitalLibrary/Vol.6Issue8S/81-83.pdf

15. The effect of HR Practices on Employee’s motivation and retention

Akram Abdul-Raqeb conducted the study. The core objective of the study the effect of the
policies of HR on the motivation and retention of employees. The variables of the study are HR
policies and employee turnover. The sample size is 185 and data is collected through
questionnaires. By regression analysis, it is found that employee turn-over is high due to
maximum alternatives, some push factors like job dissatisfaction.

The results reveal that employees who are in the same profession are similarly motivated and
satisfied in their work. The common strategy used to reduce employee turn-over is giving them
incentives and organizing team activities. This will increase employee retention and they will
benefit the organization.
Article Reference: https://papers.ssrn.com/sol3/papers.cfm?abstract_id=2407263

16:Effect of Human Resource Management Practices on Employee Retention

and Performance in Nigerian Insurance Industry

Dr. Ernest Jebolise Chukwuka, Nkiru Peace Nwakoby

April 2018

This journal article is an empirical investigation in order to study and solve the high employee
turnover rate issue in the Nigerian Insurance industry. Employee turnover is an alarming concern
for all organizations that needs to be dealt with for better results, growth and productivity. The
particular objectives of this investigation were to firstly determine the nature of relationship
between Human Resource Management Practices and employee retention in Nigerian Insurance
Industry; secondly, to ascertain the degree of connection between Human Resource Management
Practices and workers performance in Nigerian Insurance Industry.
A sample size of 250 was resolved from the population of 785 drawn from management and staff
of chosen firms from insurance industry utilizing the Taro Yamene's equation. The data
accumulation was carried out through a questionnaire organized in five point Likert scale.
According to the results and recommendations, HRM practices in the Nigerian Insurance
Industry have a powerless impact and an irrelevant association with Employee Retention.
However, the study additionally reasoned that HRM practices have a positive relationship with
Employee Performance. This paper emphatically prescribes that Government through NAICOM
should check the oppression of some insurance firms on their workers. A portion of the firms
neglects to actualize Nigerian work laws and worker work benefits.

17:Employee Retention: A Review of Literature

Bidisha Lahkar Das, Dr. Mukulesh Baruah

Nov – Dec 2013

HR lies at the heart of any association. Taking in consideration the significance and affectability
of the issue of employee retention to any association, the objectives of this study incorporate -
firstly, to discover the different research works that have been done in the territory of the
employee retention. Secondly, to feature the different elements which influence retention
initiatives in a firm, thirdly, to investigate the connection between different factors and job
satisfaction.
The study is distinct in nature and just secondary information has been utilized in it, which
comprises of books and different research journals. In spite of the fact that the research paper
attempted its level best to uncover the different research works done and the contributions
forwarded by different analysts in the territory of employee retention and job satisfaction, yet
much scope remains for more investigation in the field of employee retention and it by taking
into consideration the variables like remuneration practices, leadership and supervision, career
planning and development, alternative work routine, working conditions, adaptable working
hours and so on; needless to say that these endeavors ought to be directed by HR experts.

18:The Impact of Human Resource Practices on Employee Retention in the

Telecom Sector

Maqsood Haider, Amran Rasli, Chaudhry Shoaib Akhtar, Rosman Bin Mohammesd
Yusoff, Omair Mujahid Malik, Alamzeb Aamir, Ahmed Arif, Shaheryar Naveed, Fariha
Tariq
10th to 11th January 2015

This study looks at the HR practices that promote employee retention, particularly revolves
around the telecom segment of Pakistan. A questionnaire was created for this study with the
assistance of literature to measure the identified HR practices and employee retention. The
objectives included identifying the primary HR practices with regard to employee retention. The
sample size of this investigation was 250. Regression analysis was performed to break down the
information.
The outcomes show that Telecom area is entirely fit and fruitful in employee retention. It is
additionally providing a culture that is helping in holding back the workers at all levels. Training
and development is a procedure for creating aptitude in employees with the end goal of better
performance. As far as suggestions concerned, future analysts can carry it on more extensive
perspectives by considering the effect of other HR practices on employee retention. Other HR
practices could be enrollment and selection, performance management and data sharing. The
sample size of this investigation is small so they can make it large while carrying out further
research. They can break down the retention of employees influenced by these HR practices on
different sectors of Pakistan.
19:Effects Of Human Resource Factors On Employee Retention In The
Quick-Service Industry

Taylor Ann
Spring 2017

Quick service restaurants (QSRs) assume a significant job in the overall economy. This study
will concentrate on the HR practices of the quick-service restaurant sector, particularly with how
these practices identify with voluntary employee turnover. It based upon literary research. The
method involves a sample that comprises of 80 teammates of Chick-fil-a employees from four
Chick-fil-an eateries. Each participating store conducted 20 team member surveys. While full-
time and part-time workers were permitted to take part, the employees were required to be
employed for at least 6 months at that specific area; members were to be 18 years with no
maximum age.
According to the outcomes and suggestions, Chick-fil-a employees value training, pay,
supervisor relationships, by and large employment fulfillment and parent organization culture
when choosing to remain at their present area or quit. Managers of Chick-fil-a restaurants, and
conceivably managers of other drive-thru restaurants, should realize that employees might be
additionally ready to stay if the area they work for gives attractive training, supervisor jobs, and
pay. Moreover, employees might be bound to remain if they are happy with their employment
and feel a promise to the parent organization culture. Social mix, local operation commitment,
and employment stress did not appear to be as solid of pointers of goal to leave as different
components. Managers should consider the workplace factors that are esteemed to employees
when creating HR projects and methods. By adjusting HR practices to suit employees, the firm
ought to hope to see an expansion in worker retention. This increase in employee retention
should increase production efficiencies, increment production yield, improve quality and
customer service ratings, decrease waste, and along with these lines increment profits.
20:HRM Practices and Employee Retention in Thailand

Sorasak Tangthong, Jirasek Trimetsoontorn, and Nutthawut Rojniruntikul

April 2014

An empirical study is conducted to investigate the effects of HRM practices on employee

retention in Thailand’s FDI manufacturing industry. The conceptual model created for this study
will comprise of two independent variables, one mediating variable and one dependent variable.
A total of 5 theoretically-based hypotheses are developed, indicating possible positive and
negative relationships among the variables of the model. Input consists of 400 top management,
human resources managers/leaders and line managers of Thailand FDI’s key industrial zone in
Rayong province. The proposed model is empirically tested by using AMOS of a Path Analysis
modeling approach. It is hoped that this study will help both academics and those managing
human resource to realize, understand and see the influence of HRM practices and employee
retention.
The results and recommendations drawn are, benefits and training are said to be positively
related to retention because they motivate employees and lock them to their jobs, compensation
and reward system are known to attract employees to stay with the organization, But despite the
support for these two HRM practices, there is a caveat to one of them, namely training. While
training can play a role to increase staff retention, it cannot address all of the factors that
contribute to retention, such as excessive caseloads and promotional opportunities; thus, training
will need to be accompanied by other HRM practices, such as compensation & benefits
management and reward system, which are considered to be more effective in retaining
employees.
21: Flexible HRM Practices and Employee Retention: Developing and Testing
of an
Integrated Model:

Authors:

 Shazia Akhter
 Muhammad Faisal Malik
 Muddasar Ghani Khwaja
 Saqib Mehmood

Objective:

The scope of the current study was to investigate the impact of flexible HRM Practices on the employee
retention with mediating role of employee creativity and psychological empowerment

Data Sampling:

Total response rate of the data collection is 91%. Sample size of 272 was faced as restraint

Data Collection:

The unit of analysis for the study is nursing staff employed in different government and private hospitals
of Pakistan.

Method Used:

Sampling technique is convenience based and data collection is cross-sectional

Result:

Results of the study indicate that the HRM Practices (job security, flexible work arrangements, incentive
& pay and skill training) have a significant and direct relationship with employee retention with effective
mediating role of psychological empowerment and employee creativity. 04 HRMP selected for current
study out of 14 were faced as a limitation. However, the organizations should encourage flexibility in
HRMP and ensure formulation and implementation of employee concerned policies and procedures which
will resultantly assist in employee retention. The study has its significance for policy makers, managers,
supervisors and employees at all levels.

Link: http://modernscientificpress.com/Journals/ViewArticle.aspx?
FOpILrGYiCrMSJC618aW46OBQtX2rGMIKXKShrYpzLEBEkSdaUSB/MEqUKPeZ9Mz
22: Human Resource Management Practices and Employee Retention:

Author:

Shaheeb Abdul Azeez

Objective:

This study is aimed to identify the relationship between HRM practices and employee retention based on
the literature review.

Data Sampling and Data Collection:

The study is descriptive in nature and only secondary data have been used in it. The secondary data
consists of the books and various research journals.

Methodolgy:

Secondary data is used and is the descriptive form of research, so basically not any specific method is
used, rather based on qualitative study.

Result:

This paper tried to explore the area of HRM practices and employee retention by the various researchers,
by taking into consideration the factors like leadership, rewards, salary, compensation, training &
development, career development, recognition, employee engagement, appraisal system, superior support,
etc. Needless to say that these factors should be conducted by the HR professionals in order to understand
the level and extend of the issue among the human resource of the organisations.

Link: https://pdfs.semanticscholar.org/8e97/c004671c68646de2b35e818b632f2be7323a.pdf

23: Relationship between Human Resources Practices & Employee Retention:

Author:

Shahid khan Niazi

Objective:

Human resource management practices are essential for Organization’s performance, organizations
design and implement human resource policies and practices to achieve their goals

Data Sampling and Collection:

The study is descriptive in nature and only secondary data have been used in it. The secondary data
consists of the books and various research journals.

Methadology:

Secondary data is used and is the descriptive form of research, so basically not any specific method is
used, rather based on qualitative study.

Results:

In order to achieve efficient employee retention policies, a bundle mix of human resources practices
should be implemented, as a practice may be suitable to one person but not suitable to the other one, in
addition each person has his own different circumstances. Organizations should mix up with these
different human resources practices, starting with the suitable remuneration packages, Followed by the
employee training and development through coaching and feedback, achieving work life balance through
providing with flex working hours, flex places, enhancing working environment through transparent
communication so that the employee feels comfortable at work and finally organizational culture is very
important factor that affects employee behavior and attitude, both values of the employee and the
company should be aligned.

Link: https://bonds-and-shares.com/human-resources-employee-retention/

24: HRM Practices and Employee Retention in Thailand—A Literature

Review

Authors:

 Sorasak Tangthong
 Jirasek Trimetsoontorn
  Nutthawut Rojniruntikul

Objective:

An empirical study is conducted to investigate the effects of HRM practices on employee retention in
Thailand’s FDI manufacturing industry

Data Sampling:

HRM practices that will be covered in this research consist of compensation & benefits management and
reward system, and training & development. HR Intervening, which acts as the mediating variable, will
be employee engagement. As the dependent variable and an observed variable, is employee retention

Data Collection:

Negative relationships among the variables of the model. Input consists of 400 top management, human
resources managers/leaders and line managers of Thailand FDI’s key industrial zone in Rayong province

Methodology:

The proposed model is empirically tested by using AMOS of a Path Analysis modeling approach

Results:

To conclude, both compensation & benefits management and reward system, and training & development
have a direct and indirect effect on employee retention, even if training & development does not have a
complete role in determining employee retention for direct effect. By reviewing the literature, their
studies have shown that the two HRM practices, as a whole, do have a positive relationship with firm
performance. But there are also other contexts, countries and industries. Researchers expect this to be an
empirical study.

25: The relationship between human resource practices and employee

retention in private organisations with special reference to Jebel Ali
international hospital in Dubai

Authors:

 Dr. A Kumudha
 Harsha KJ
Objective:

This research will look into employee retention problems within the cross cultural scenario of the UAE.

This study brings into focus the extent to which human resource management (HRM) practices and
organizational culture in the UAE affect employee retention in private organizations. The purpose of this
study is to identify HR practices and other factors such as job satisfaction, organizational commitments
that affect employee retention in the UAE with emphasis on private organization, in Dubai

Data Sampling and Data Collection:

Data is collected and assembled from Jebel Ali international hospital in Dubai.

Results:

The current high rate of employee turnover in the UAE is expensive. The role of HR departments is to
satisfy the needs of employees through the provision of training, rewards systems, equality of treatment,
and benefits, among others, to foster employee commitment and reduce the rate of employee turnover
ratio.

HR department needs to come up with practices that consider the future needs of all employees,
eliminating discrimination and bias, installing a systematic and fair reward system, and providing
compensation benefits and allowances such as medical insurance and add more attracting facilities that
should sustain employees in the organization and retain them as an asset.