Online Final ExaminationFall-2020

Student ID: Usman Ahmed 12680 Date:10/Jan/2021JJJJJUNEJune=_______

_________
Course Title:Application of Business Research Course Code: MKT – 431

Program: MBA (Evening) Teacher Name: Umer Farooq

Semester: Fall – 2020 Marks: 40

Instructions:
 Type your Student ID, Student Name, & KASBIT Email ID in the above given boxes
 Read the given case/questions carefully
 All questions are compulsory.
 Show all necessary calculations
 Student MUST submit the Final Assessment in the Google Classroom by the above-
mentioned DUE DATE. Late submission of Final Assessment WILL NOT be graded.
 Final Assessment WILL ONLY be submitted in the Google Classroom

Question No. 01 (Marks 10)

Write an Abstract of the Research that you have conducted during the semester.

ABSTRACT:
The motive and the purpose of this is to identify and to examine the Human Recourse
practices and (HR) activities which promote the employee retention in the organization.HR
practices reduce the reason which they impact on employee retention This study collected
data from different banks, and the sample size of this study was 150 but by giving the
questionnaire to employee and achieved 110 respond from them. The questionnaire
developed with the help of research literature review to measure the Employee retention and
HR practices, these practices and employee training and employee development increase the
employee retention, regression disclose the significant results of the impact of HR practices
on employee retention. Motivation and employee development has a positive way for
employee retention and in other way de motivated employee and increasing the turnover rate
has a negative impact on employee retention, this study gives guide and highlight the way to
make better strategies for employee retention. HR practices retain the core employees and
make effective strategies for them this thing ultimately improves the employee retention.
Question No. 02 (Marks 10)
Write the Conclusion of every chapter ofResearch that you have conducted during the
semester.

Hypothesis:
As we have set some hypothesis on the basis of our 3 variables i.e HR practices, employee
development and motivation and on that we have set the hypothesis in our research paper and
on it we have developed some questions to be answered by some respondent to get suitable
answers and we have done it purely as we have studied that in the research hypothesis Keep
your language clean and simple. State your hypothesis as concisely, and to the point, as
possible. A hypothesis is usually written in a form where it proposes that, if something is
done, and then something else will occur. So, according to me I have done well with my
hypothesis development.

Purpose of research:
My main purpose is to find out impact of HR practices on employee retention. As obvious we
all know that the HR is having a main roll on employee turnover as they are the key of every
organization and the organization having more turnover ratio is to be précised as they have
low HR practices within the organization.

Literature Review:
In literature review we discussed all the theories and the discussion conduct on the topics
related to our research paper as there is sub headings of HR practices, Motivation And
Employee development in which theory or hierarchy of needs two factors theories etc have
been discussed to clarify our vision and purpose of conducting research on that particular
topics. On the other hand we took help from many research articles present on the internet to
make sure myself that the all variables I have taken are going to set right on this topic of
employee motivation.

METHODOLOGY:
As it is our methodology to maintain such easy or précised questionnaire to be solved from
the respondent easily and for that we have placed some liker scale questions having 5 options
from strongly disagree to strongly agree. I have planned to analyze all the collected data from
SPSS.
The research is totally based on employee performance so we tried allot to get all the
respondent that is having job or doing business so we can get much better answers as compare
to non employed person.
The sample size is 110 and majority is filled from the banking sector persons as they are more
intellectual and known about how to deal with general public.
Result and analysis:
After conducting all the respondents’ responses we have built some SPSS sheet to find out our
results of research and what we have found is discussed below as per topic:
Descriptive Statistics:
As in descriptive statistics we have got all the responses having mean between 2 or 3 which
shows that the questions that we have developed to be answered from respondent was marked
disagree or agree minimum people in the respondent go through different options.
Cronbach Alpha:
On the implementation on cronbach alpha we have found the value of 0.7 which means that
we have took all the respondent correctly from the responses and nothing is unfair in it.
Aova:
In avova table the sig value we got is minimal the point i.e 0.05 due to which we have
accepted anova value so the researcher will reject all the null hypothesis we have been
maintained above.
Model Summary:
In model summary we have negatively strong relation as means Negative correlation is a
relationship between two variables in which one variable increases as the other decreases, and
vice versa. In statistics, a perfect negative correlation is represented by the value -1, a 0
indicates no correlation, and a +1 indicates a perfect positive correlation.

At the end we have disclosed through our research that HR practices is the most affecting
variable on employee retention. Employee retention refers to the ability of an organization
to retain its employees. A lack of job satisfaction and commitment to the organization can
also cause an employee to withdraw and begin looking for other opportunities. On the end I
want to disclosed some feedback that we have got from the respondent except responses are
that they have told according to them employees must give a chance to speak their experience
while doing a job in specific organization.

Question No. 03 (Marks 20)

Kindly attached the Research Paper that you have completed during the semester.

THE IMPACT OF HUMAN RESOURCE

MANAGEMENT PRACTICES ON EMPLOYEE
RETENTION:
ABSTRACT:
The motive and the purpose of this is to identify and to examine the Human Recourse
practices and (HR) activities which promote the employee retention in the organization.HR
practices reduce the reason which they impact on employee retention This study collected
data from different banks, and the sample size of this study was 150 but by giving the
questionnaire to employee and achieved 110 respond from them. The questionnaire
developed with the help of research literature review to measure the Employee retention and
HR practices, these practices and employee training and employee development increase the
employee retention, regression disclose the significant results of the impact of HR practices
on employee retention. Motivation and employee development has a positive way for
employee retention and in other way de motivated employee and increasing the turnover rate
has a negative impact on employee retention, this study gives guide and highlight the way to
make better strategies for employee retention. HR practices retain the core employees and
make effective strategies for them this thing ultimately improve the employee retention.

INTRODUCTION:
According to researcher, today’s world organization face different types of problems and challenges
the main challenge is how to retain your employee for long term retention due to increase the market
competition , employees are the backbone and the main asset for their organization , employees are
play vital and an important role for their organization for achieving goals and objectives and for more
productivity and generate the more output, It is a crucial thing for any organization for hiring the
employees , organization always search out that employees and invest time and money for their
employees who will return good aspects, but due to primary reasons employees leave their jobs and
do not make their retention for long-term, but some major factors researcher going to discuss in
research paper because that some reasons are the main factor that employees are giving resign and
leave their jobs, like, job is not fitted as per the employees expectations, some managers or boss gives
lots of workload and give stress on employees shoulders, lack of trust and appreciation and the most
important thing is that factors to enforce the employee to leave their jobs, organization takes lots of
work with their employees but do not give best salary package and after retirement benefits most of
the important thing is employees wants good environment from their organization, salary package and
motivation moving ahead, if organization terminate their employees without any authentic reason the
image of that organization will be down, every organization wants more productivity and more profit
from their employees performance, HR practices are the basic pillar of employee performance, there
are many different practices to retain the employee retention and increase the productivity of an
organization, if organization invest confidence, time and trust to their employees, it will direct impact
on employees retention, some organization may not bear employee turnover and high compensation
and salary packages due to situation of monetary terms these type of organization gives low salary
package and give short time of period and take lots of work, organization terminate the older
experience employees and hiring the new employees, it direct impacts on employee retention, if
employee command on their skills and performance the no one can stop enhancing to generate the
more output either they are older employees or newer employees Organizations and its implications
for the sustainability and flourishing of the practical environment like social, natural and economic
environment which help employees to stay in the organization meanwhile company have to keep the
costs which directly links with employee turnover which is around 2.5 times greater than their wages.
Organization bear some employee turnover issues which may not abide the costs in financial terms. If
we suppose that overall workload would remain persistent then work load of short time gradually
increases on different employees that’s effect their daily basis performance results their motivation
level will down towards negativity. Specifically organization losses their quality employees that can
be very beneficial for the organization in long term., (Yamamoto, 2011). Successful Employee
retention we can’t say it depends upon one particular approach. The Factors which depends the
employee to stay in the organization mainly are Compensation should be economical, open
communication networks in the organization, Expectations from the operative should be pure to them,
Offer some special financial prizes, mentoring, seeking new techniques or technologies which leads
them beneficial in the future, (Musser R. L., 2001).The authors discussed about the retention
strategies, like appreciation, mentoring, personal communication, confidence and they also discussed
about the reward, it plays an important role and it impacts on employee performance and productivity
(Freyer, 2014). According to this researcher there are many different types of HR practices, to retain
and to increase the employee retention and it helps to generate more productivity for organization,
(khan, 2014). ) The HR manager must know how to retain their employees and how to increase the
time of their employees retention, because manager makethe employees and select them for
increasing the goodwill of organization, (Wisnefski, 2008). Employee retention depends the how to
employee utilize their time on an end specific goal and how to perform their task effectively, practices
are the important key to retain the employee for long-term time period, (Frank, 2014). According to
this researcher highly motivated employees work hard and generate the more productivity for their
organization, they try to achieve the goals for the organization and try to make better results, yearly
bonuses and incentives and other rewards make them happy and increase their trust level and
confidence level (Awolusi, 2013). Especially enthusiastic employees have an ability and skills to
work in a better way, employee development is a main thing for an employee this thing built their
confidence level and they expect the training for the best performance, employee development is a
beneficial thing for every organization. Moreover according to researcher, the background of the
study is retention, every generation has different types of people who worked in past, every type of
generation has many different characteristics and their own way how they performed their task and
how they work in organization, according to previous study this idea has been taken from previous
study the employee retention has begun in 1970’s and in 1980’s , the organization has been unaware
by keeping the employees retention, before this people doing their jobs to full fill their basic needs
and give long time period to organization, but when the study of background some major issues
appeared, generation X , that type of employees dislike to do work, did not take responsibilities and
depend on their managers and they are lazy, managers monitor their employees and had been taken
work, and managers motivated them externally by giving some type of sources like salary, incentives
etc., but employees totally depends on their managers, generation Y, these type of employees had
taken responsibilities , do did work effective and used intuitive factor to generate output effectively
and they did not relay on their managers, they love to do their job they worked hard and worked
efficiently, that type of employees create good environment atworkplace and did not make their
managers feel disappoint , managers motivated them internally . Generation Z, that type of
employees, hard worker, more effective ideas, high prediction, and promote their work, that type of
generation are good decision makers as well, organization invest on them their confidence and trust,
to increase the accountability of employees and retain the employees, but some issue directly and
indirectly impact on employee retention that are low compensation, after retirement benefits, take
more and more work from their employees, according to X generation many people give up on that
time and had given resign, older managers had taken lots of work from their employees, and gave
them limited time to do that work, generation Y, although that employees satisfied their managers but
sometime managers wants more productivity from their employees and invest less but expect more
productivity, generation Z employees although there were did best and they had an multiple ideas for
resolving the conflicts but they more wants benefits and reward from the organization, in x,y,z
generation somehow they did not satisfy their organization and somehow organization did not satisfy
from them, these are the some aspect from behind the short term employee retention. Furthermore
there are many variables to impact on employee retention, either it will be long-term retention
or it will not be, today’s world organization do not focus on HR practices, that practice to
increase the employee retention and stay them in long term basis, many talented employees
and many creative mind employees increase their retention but due to some factors they will
not be able to do so. Many researchers highlighted the problem of employee retention and
also define the ways how to retain the employee for the organization. Demotivated employee
switch their jobs, and skillful employees expect the employee development training, many
organization do not provide the HR practices to their employees, this main issue to enforce
the employee to quit their jobs, and see the other job. Many variables which can impact on
employee retention, Employee development, motivation, HR practices. According to
researchers, (Montgomery D. J., 2006); (Roberts & Outley, 2002) (Miller, 2006), HR
practices, employee development and motivation increasing the employee retention. Retain
the employee is the hard task for the organization, researchers highlighted the main variables
which they enhance the employee retention and built their trust level. The main thing in this
study is highlighted the factors which they help to retain the employee and employee do not
think about leave their job, like if organization focus on the employee turnover rate and make
the good motivational strategies, selection skillful employees for their work level, select right
person to the right job, focus on reward system, monitoring system and many other factors to
retain the employee for the organization.

This study is about the impact of employee retention on employee performance, some following
objectives are as:

To find out the impact of HR practices on employee retention.

To find out the impact of employee development on employee retention

To find out the impact of motivation on employee retention. Employee retention is a crucial problem
in today’s world, researcher focus on that factors which are making the reason to impact on employee
retention, many organization do not know what employees expect from them, every organization
wants to generate the more output and in this situation they hire and fire many employees without any
significant reason, but some variables generate positive and direct impact on employee retention to
make them enhance their confidence level and to give them some reason to stay more in organization,
if organization focus on employee performance and make them and guide them on right path they will
motivate and work with highly effectively and efficiently organization retain the employee if they
focus on their employees needs then employees perform their task effectively beyond the thoughts of
manager, stronger employee are the precious asset for their organization and also they are the
backbones, highly strong employee disappoint their organization, then the morale of that employees
will be down and it direct impact on goodwill of that organization.

Hypothesis:
HO1: there is no impact of HR practices on employee retention.

HA1: there is an impact of HR practices on employee retention.

HO2: there is no impact of employee development on employee retention.

HA2: there is an impact of employee development on employee retention.

HO3; there is no impact of motivation on employee retention.

HA3: there is an impact of motivation on employee retention.

Literature Review:
The main and important purpose of this research is examine the main reasons which they
become the major factors to impact on employee retention and the way we use to overcome
it, there are so many researches and in every researches has different types of problem that
researcher talk about it, but by applying these ways to resolve the conflicts and to reduce this
problem , and increase the employee retention. Retaining the employees is the crucial thing in
tody’s world, every organization wants increase turnover and employees play vital role for
achieving goals and objectives. Employee retention is the maion thing in today’s competative
world, organzation hard to retain their employees, and came to know about their needs , not
every employee expect the reward from the organization, employee behaviour and their
expectations hard to know, but organization makes the strategies and provide that type of
work to employee which they can do on the behalf of their skills, many studies mentioned
this thing that, HR is not only a single sourse to retain the employees, and judge and develop
their skills level, this author highlighted this thing in the research when the employees want
to learn more and ask about the practices of HR then that employee loyal with the
organization and shows their interest level for the organization productivity (Brum, 2007).
according to this author employee development is a basic need for any organization, training
tell to employees the right path and give better way to chose how they perform their task and
achieve the organization goals, training increase the employee retention and make
commitment with the organization (R., 2011). Turn over the employee is a major factor and
important thing for the employee retention, it directly impact on the employee retention,
organization try to provide specific training for the specific purpose, this type of training
impact the employee performance and increase their development level, this thing leads the
employee opportunities and their commitment make strong (Fheili, 2007). Employee
retention is a major issue that are facing many organization and this thing impact on the
organization goodwill, employee is a main asset and valuable thing for any organization, but
employee retention is the main thing and its more important the employee development,
(Ahlrichs, 2000). Turnover cost impact the employee retention and securities expenses
reduction the employee turnover rate, if employee turnover rate is high then this thing reduce
the employee retention (kotze, 2005). Motivation is the key to lead the employee and make
them strong, according to this researcher employee first think about the salary package and
the incentives, expectations relate the employee motivation, motivated employee do not think
about leave their job easily (Miller, 2006).
HR Practices:
Many researches and studies define and talk about the HR practices, HR practices is an
important thing for any organization it directly impact on employee retention, different types
of training and developing to polish their employees and helping for achieving goals and objectives.
Fast era and fast technologies rapidly changing the work environment. Employees have an ability to
work with new ideas and innovations, in this situation HR helps to motivate those employee who
wants to work in a better way and generate the more productivity for the organization. The biggest
challenge in this era is how to provide the advanced level of HR practices which can help the
experience employees and also for a new one talented employees have many different ideas to achieve
the organizational goals. HR practices improve the employee retention, reduce the absenteeism.
Therefore many researchers collect the information about HR practices which improve the quality of
work and reduce the reasons of employee retention. HR practices always give the right path to
employee for the better work, good strategies and contingency plan make better work for the
organization. According to this researcher training may help to make innovative ideas and create
better work environment for new employees and HR practice built their confidence level with the help
of strategies and contingency plans (Paul & Anantharaman, 2003). According to this study HR focus
on the best practices and commitment with the right person and provide better practices to employee
so this thing make a better result for the organization, (Miller, 2006). According to this study
Innovative HR practices retain the employee and increase the effectiveness in employee’s works,
employee do work efficiently and generate more output. (Dessler, 1999). According to these
researchers (Becker & Gerhart, The impact of human resource management on organizational
performance., 1996); (Becker & Huselid, An interview with Mike Losey, Tony Rucci and Dave
Ulrich, 1999) HR practices play a vital role for any organization for an achieving the organization
goals and make new strategies for better quality of work.

Employee Retention:
Employee retention is the backbone of any organization, employee retention define the employee
reliability and their work performance, organization cannot stop the employee from leaving their jobs,
until unless they have an any plan to increase their trust level, organization always have an contingent
plan for the employees, motivated employee always shows their interest level to their organization,
employee retention does not always depend on HR practices and motivational level, it depends the
organization environment and their other workers who already work in the organization, employee
does not always think about the best job and incentives, sometimes employee wants to utilize their
skills and want to learn more from their organization and expect good response from their
organization, stress out workers always think more about the organization and generate more
productivity for the organization, when employee feels lack of appreciation and lack of trust from
their organization so then their confidence level decrease and this thing impact on employee
retention, peaceful environment is the beneficial thing for any employee . relation of managers with
employee tells about the positive and negative impact on employee retention, if organization realize to
their employee they are important and valuable asset for their organization and built their confidence
level and provide technical and necessary information and knowledge, and create the good
environment for them, and high their moral ideas and values, so these things automatically appreciate
the employees and they won’t have any reason to leave their jobs, to retain the employee is not an
easy task for any organization, so then if organization use strategies and predict the employee
behavior and appoint the right person in the right job so then employee turnover will be increase.
According to this researcher, there are many ways to reduce the reasons, why employees quit their
jobs, management has right to find out the reason why employees leaves their jobs rapidly, if
management give proper treatment to employees, then they have no reason to quit their jobs Invalid.
According to this researcher appreciation is a better way to retain the employee for long-term, HR
practices recognize the employee’s skills which impact on employee retention (Chew & Chan, 2008).

Employee development:
In actual manner employee development is a key for an employee retention, with the help of
HR practices employee develop their skills and easily do any task which organization give
them, many competitors generate better results for their organization and many are not
perform their task because they have an ability to do but the due to some reasons they not
perform easily. According to this study employee development helps to increase the
employee retention when the organization meets their needs and know about the right person
for the right job, (Montgomery D. J., 2006).according to this study when the organization
meets the employee needs, and expectation level, then they provide the training programs and
provide the better way to do work, and select those employees who are capable to do work
with efficiently and effectively (Roberts & Outley,, 2002). According to this study
organization must pay an attention to employee development, employee development is the
main reason to increase the employee retention, organization focus on the training and make
better environment for an employee so the employee give attention to the goals and try to
achieve them goals, (Anantharaman & paul, 2003).

Motivation:
The study shows the employee expectation and their behavior with the organization,
motivation is a basic thing for any employee, when organization came to know about the
needs and wants of the employee and give task and then invest confidence to them then
employee motivate with the organization, fresh employee wants to create more ideas and
innovation in their work, different organizations have different perception to motivate their
employees and retain the employee, satisfaction is the basic pillar of an employee and
motivated employee always got satisfy from their organization, motivation has different
things, appraisal system, yearly evaluation, to see the best performance of the employees and
give them rewards, bonuses and incentives etc. According to this study all the employees do
not know about the work force diversity and many employees belong to different cultures
they do not have proper information about the work environment and have no proper way to
work with efficiently , employee development retain the employee and retain employee
always first thing about their work or task good employees always prepare for the future
complexity and they have an contingency plan, they achieve goals in a specific time period
and they get then reward from their organization, organization understand and came to know
the employee needs and wants some employees already motivated from internal they expect
the organization from the external source, motivated employee always a precious asset for the
organization, (Bennet, 1995). Motivation is the very important factor of the employee
retention , organization thinks about the benefits of the employee and planning for their
incentives, the ultimately employee give best performance, employee retention is connected
with the motivation , stability makes the remain goodwill and makes more productivity for
the organization (Hackett, 1998).

Employee retention is the main thing and its more important the employee development,
(Ahlrichs, 2000). Turnover cost impact the employee retention and securities expenses
reduction the employee turnover rate, if employee turnover rate is high then this thing reduce
the employee retention (kotze, 2005). Motivation is the key to lead the employee and make
them strong, according to this researcher employee first think about the salary package and
the incentives, expectations relate the employee motivation, motivated employee do not think
about leave their job easily (Miller, 2006).

METHODOLOGY:
In this research, researcher focus on the aimed and find out the results impact of HR practices
on employee retention. The questionnaire developed for the collecting data to examine the
independent variable (HR practices) and the dependent variable (Employee retention) this
questionnaires distribute the people and this is based on non-probability sampling in
questionnaires has 7 type of statement which related to the all variables, statement asked from
employees which was based on 5likert scale . The collected data analyzed by excel data and
on SPSS.
This questionnaires was conducted from the public sector, this research is link to the
employee retention and organization. Many organization focus on the training and providing
the HR practices to employee retention, organization promote the employee and retain as
well, people who work in organization are satisfied and dissatisfied opinion. The sample size
is 110 and the collect data from the banking sector, the questionnaires was filled by the
distributing questionnaires on banking sector and send the online Google forms to different
online banking sector. The respond rate was 100 from the banking.

Result and analysis:

Descriptive Statistics
Std.
N Minimum Maximum Mean Deviation Skewness Kurtosis
Std.
Statistic Statistic Statistic Statistic Statistic Statistic Error Statistic Std. Error
HRPQ1 99 1.00 6.00 2.0909 1.16138 1.056 .243 .679 .481
HRPQ2 99 1.00 5.00 2.3030 1.04447 .896 .243 .492 .481
HRPQ3 99 1.00 5.00 2.2323 .90157 .543 .243 .048 .481
HRPQ4 99 1.00 5.00 2.2121 .87216 .606 .243 .317 .481
HRPQ5 99 1.00 5.00 2.3737 1.03594 .599 .243 -.218 .481
HRPQ6 99 1.00 5.00 2.4242 .91575 .513 .243 .482 .481
HRPQ7 99 1.00 5.00 2.3636 .97368 .224 .243 -.612 .481
EDQ1 99 1.00 6.00 2.1010 1.09260 1.281 .243 1.732 .481
EDQ2 99 1.00 5.00 2.1212 .91777 .725 .243 .616 .481
EDQ3 99 1.00 4.00 2.2929 .78575 .072 .243 -.441 .481
EDQ4 99 1.00 5.00 2.2020 .98954 .871 .243 .831 .481
EDQ5 99 1.00 5.00 2.3333 .93678 .726 .243 .597 .481
EDQ6 98 1.00 5.00 2.5000 1.00770 .401 .244 -.297 .483
EDQ7 99 1.00 5.00 2.4444 .99203 .541 .243 .173 .481
MQ1 99 1.00 5.00 2.1111 1.01909 .836 .243 .142 .481
MQ2 99 1.00 5.00 2.2323 .95648 .658 .243 .202 .481
MQ3 99 1.00 5.00 2.4141 .94772 .619 .243 .290 .481
MQ4 99 1.00 5.00 2.4545 1.01290 .487 .243 -.005 .481
MQ5 99 1.00 5.00 2.4242 1.02111 .532 .243 .001 .481
MQ6 99 1.00 4.00 2.0202 .88040 .784 .243 .150 .481
MQ7 99 1.00 4.00 2.0202 .85690 .259 .243 -.950 .481
SQ1 99 1.00 5.00 1.9899 .90908 .769 .243 .324 .481
SQ2 99 1.00 5.00 2.4040 .86802 .541 .243 .501 .481
SQ3 99 1.00 5.00 2.4040 1.03922 .679 .243 .193 .481
SQ4 99 1.00 5.00 2.7273 1.07683 .617 .243 -.041 .481
SQ5 99 1.00 6.00 2.4141 1.12495 .658 .243 .114 .481
SQ6 99 1.00 5.00 2.5556 1.04219 .318 .243 -.358 .481
SQ7 99 1.00 5.00 2.3838 .97632 .435 .243 .054 .481
RQ1 99 1.00 5.00 2.2525 .94051 .447 .243 -.275 .481
 RQ2 99 1.00 4.00 2.3333 .85714 .386 .243 -.388 .481
RQ3 99 1.00 5.00 2.4444 1.09937 .544 .243 -.313 .481
RQ4 99 1.00 5.00 2.1818 .97273 .643 .243 .107 .481
RQ5 99 1.00 5.00 2.1717 .97980 .643 .243 .065 .481
RQ6 99 1.00 5.00 2.3939 1.03823 .597 .243 -.039 .481
RQ7 99 1.00 12.00 2.7576 1.55242 2.353 .243 11.463 .481
Valid N
(listwise) 98

Scale: ALL VARIABLES

Case Processing Summary

N %
Cases Valid 99 100.0
Excludeda 0 .0
Total 99 100.0
a. Listwise deletion based on all variables in the
procedure.

Reliability Statistics
Cronbach's Alpha N of Items
.731 7

According to (Cortina & Cortina, 1993) cronbach alpha acceptable value is 0.7 and according
to above table the value is acceptable.
Item-Total Statistics
Scale Mean if Item Scale Variance if Corrected Item- Cronbach's Alpha
Deleted Item Deleted Total Correlation if Item Deleted
HRPQ1 13.9091 13.961 .355 .725
HRPQ2 13.6970 12.785 .604 .657
HRPQ3 13.7677 14.548 .440 .700
HRPQ4 13.7879 14.353 .496 .689
HRPQ5 13.6263 14.114 .411 .707
HRPQ6 13.5758 15.022 .356 .718
HRPQ7 13.6364 14.030 .468 .693

RELIABILITY
  /VARIABLES=MQ1 MQ2 MQ3 MQ4 MQ5 MQ6 MQ7
  /SCALE('ALL VARIABLES') ALL
  /MODEL=ALPHA
  /SUMMARY=TOTAL.

Notes

Output Created 15-May-2018 17:54:05

Comments
Input Active Dataset DataSet0
Filter <none>
Weight <none>
Split File <none>
N of Rows in Working Data
99
File
Matrix Input
Missing Value Handling Definition of Missing User-defined missing values are treated
as missing.
Cases Used Statistics are based on all cases with
valid data for all variables in the
procedure.
Syntax RELIABILITY
/VARIABLES=MQ1 MQ2 MQ3 MQ4
MQ5 MQ6 MQ7
/SCALE('ALL VARIABLES') ALL
/MODEL=ALPHA
/SUMMARY=TOTAL.

Resources Processor Time 00:00:00.032

Elapsed Time 00:00:00.015

[DataSet0] 

Scale: ALL VARIABLES
Case Processing Summary

N %

Cases Valid 99 100.0

Excludeda 0 .0

Total 99 100.0

a. Listwise deletion based on all variables in the

procedure.

Reliability Statistics

Cronbach's Alpha N of Items

.684 7

Item-Total Statistics

Scale Mean if Scale Variance if Corrected Item- Cronbach's Alpha

Item Deleted Item Deleted Total Correlation if Item Deleted

MQ1 13.5657 11.085 .502 .616

MQ2 13.4444 11.372 .502 .618
MQ3 13.2626 11.338 .516 .615
MQ4 13.2222 11.236 .481 .623
MQ5 13.2525 12.680 .248 .690
MQ6 13.6566 12.738 .320 .667
MQ7 13.6566 13.616 .186 .698

Scale: ALL VARIABLES

Case Processing Summary

N %

Cases Valid 99 100.0

Excludeda 0 .0
 Total 99 100.0

a. Listwise deletion based on all variables in the

procedure.

Reliability Statistics

Cronbach's Alpha N of Items

.731 7

Item-Total Statistics

Scale Mean if Scale Variance if Corrected Item- Cronbach's Alpha

Item Deleted Item Deleted Total Correlation if Item Deleted

HRPQ1 13.9091 13.961 .355 .725

HRPQ2 13.6970 12.785 .604 .657
HRPQ3 13.7677 14.548 .440 .700
HRPQ4 13.7879 14.353 .496 .689
HRPQ5 13.6263 14.114 .411 .707
HRPQ6 13.5758 15.022 .356 .718
HRPQ7 13.6364 14.030 .468 .693

Coefficientsa
Standardized
Unstandardized Coefficients Coefficients
Model B Std. Error Beta t Sig.
1 (Constant) .915 .242 3.780 .000
EMPLOYEEDEVELOPMENT .131 .127 .108 1.031 .305
MOTIVATE .229 .097 .233 2.355 .021
HRPRACTICES .301 .096 .333 3.131 .002
a. Dependent Variable: RETENTION

ANOVAb
Model Sum of Squares df Mean Square F Sig.
1 Regression 9.168 3 3.056 13.961 .000a
Residual 20.576 94 .219
 Total 29.744 97
a. Predictors: (Constant), HRPRACTICES, MOTIVATE, EMPLOYEEDEVELOPMENT
b. Dependent Variable: RETENTION

According to coeffecient value significance value should be less than 0.005 and according to above
table significance value is less than 0.005 and it is acceptable.

Model Summary
Std. Error of the
Model R R Square Adjusted R Square Estimate
1 .555a .308 .286 .46786
a. Predictors: (Constant), HRPRACTICES, MOTIVATE,
EMPLOYEEDEVELOPMENT

Correlations
RETENTION EMPLOYEEDEVELOPMENT MOTIVATE SATISFACTION
Pearson RETENTION 1.000 .387 .431 1.000
Correlation EMPLOYEEDEVELOPMENT .387 1.000 .425 .387
MOTIVATE .431 .425 1.000 .431
SATISFACTION 1.000 .387 .431 1.000
Sig. (1- RETENTION . .000 .000 .000
tailed) EMPLOYEEDEVELOPMENT .000 . .000 .000
MOTIVATE .000 .000 . .000
SATISFACTION .000 .000 .000 .
N RETENTION 98 98 98 98
EMPLOYEEDEVELOPMENT 98 98 98 98
MOTIVATE 98 98 98 98
SATISFACTION 98 98 98 98

Descriptive Statistics
Mean Std. Deviation N
RETENTION 2.3717 .55375 98
EMPLOYEEDEVELOPMENT 1.9592 .45777 98
MOTIVATE 2.2391 .56580 98
SATISFACTION 2.3717 .55375 98

Model Summary
Std. Error of the
Model R R Square Adjusted R Square Estimate
1 1.000a 1.000 1.000 .00000
a. Predictors: (Constant), SATISFACTION, EMPLOYEEDEVELOPMENT,
MOTIVATE
 Descriptive Statistics
Mean Std. Deviation N
RETENTION 2.3717 .55375 98
HRPRACTICES 2.2901 .61418 98
EMPLOYEEDEVELOPMENT 1.9592 .45777 98
MOTIVATE 2.2391 .56580 98
SATISFACTION 2.3717 .55375 98

Correlations
RETENTIO HRPRACTIC EMPLOYEEDEVELOPM MOTIVA SATISFACTI
N ES ENT TE ON
Pearson RETENTION 1.000 .497 .387 .431 1.000
Correlati HRPRACTICES .497 1.000 .538 .453 .497
on EMPLOYEEDEVELOPM
.387 .538 1.000 .425 .387
ENT
MOTIVATE .431 .453 .425 1.000 .431
SATISFACTION 1.000 .497 .387 .431 1.000
Sig. (1- RETENTION . .000 .000 .000 .000
tailed) HRPRACTICES .000 . .000 .000 .000
EMPLOYEEDEVELOPM
.000 .000 . .000 .000
ENT
MOTIVATE .000 .000 .000 . .000
SATISFACTION .000 .000 .000 .000 .
N RETENTION 98 98 98 98 98
HRPRACTICES 98 98 98 98 98
EMPLOYEEDEVELOPM
98 98 98 98 98
ENT
MOTIVATE 98 98 98 98 98
SATISFACTION 98 98 98 98 98

Model Summary
Std. Error of the
Model R R Square Adjusted R Square Estimate
1 1.000a 1.000 1.000 .00000
a. Predictors: (Constant), SATISFACTION, EMPLOYEEDEVELOPMENT,
MOTIVATE, HRPRACTICES

GENDER
Cumulative
Frequency Percent Valid Percent Percent
Valid Male 56 56.6 56.6 56.6
Female 42 42.4 42.4 99.0
3 1 1.0 1.0 100.0
Total 99 100.0 100.0

In frequency of gender it shows that there are 56% of male and 42 % of female respondents.
 Coefficients
Standardized
Unstandardized Coefficients Coefficients
Model B Std. Error Beta t Sig.
1 (Constant) .915 .242 3.780 .000
EMPLOYEEDEVELOPMENT .131 .127 .108 1.031 .305
MOTIVATE .229 .097 .233 2.355 .021
HRPRACTICES .301 .096 .333 3.131 .002
a. Dependent Variable: RETENTION

ANOVAb
Model Sum of Squares df Mean Square F Sig.
1 Regression 9.168 3 3.056 13.961 .000a
Residual 20.576 94 .219
Total 29.744 97
a. Predictors: (Constant), HRPRACTICES, MOTIVATE, EMPLOYEEDEVELOPMENT
b. Dependent Variable: RETENTION

Model Summary
Std. Error of the
Model R R Square Adjusted R Square Estimate
1 .555a .308 .286 .46786
a. Predictors: (Constant), HRPRACTICES, MOTIVATE,
EMPLOYEEDEVELOPMENT

CONCLUSION:
According to researcher, employee is a basic asset for the organization and the significant
impact on HR practices on employee retention, this research disclosed the causes of HR
practices which impact on employee retention,

Researcher examined the results of relationship between the HR practices and employee
retention. This research proved that if HR practices provide in a proper way then every
organization can easily retain the employee, and this is a positive impact on employee
retention.
RECOMMANDATION:
This research shows the results about independent variables and dependent variables, HR
practices make understanding level of the employees and train their skills to achieve the
goals, in organization do not provide the HR practices so then if organization provide the HR
pactices then employee will have a right path to do work and employees invest their interest
for the organization. Employee development play a vital role for the employee retention and
some employees have an ability to do their task efficiently but they do not take the employee
development training so then they do not complete their task and leave the task.

This competitive world the researcher find outs the solution for the employee retention
because many variables impact on the employee retention, but try to focus on that factors so
then that factors reduce the reasons which impact on employee retention, proper give HR
practices helps to retain employee.

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