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THEORY OF EMPLOYEE RETENTION STRATEGIES

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Journal of Interdisciplinary Cycle Research ISSN NO: 0022-1945

THEORY OF EMPLOYEE RETENTION STRATEGIES

*M.RAMAPRIYA, **Dr. S.SUDHAMATHI

Ph.D Scholar, Alagappa Institute of Management, Alagappa University, Karaikudi-04

(E-mail id: ramapriyajuly28@gmail.com)

Assistant Professor, Alagappa Institute of Management, Alagappa University, Karaikudi-04

(E-Mail id:sudhamathiprem@gmail.com)

ABSTRACT

Employees are the properties of any business or else association.Employee retention is

beneficial for the business as well as the employee. Workers today are different. When they
get dissatisfied, they move to other organizations. Administration is striving to retain their
talent by implementing effective preservation strategies. Extraordinary member of staff
Turnover would subsequently have an impact of productivity and sustainability of the
group.HR managers must develop the convenient strategies in the direction of retain people
of diverse background.Employee retention is beneficial for the business as well as the
employee. Employees today are different. They are not the ones who don’t have good
opportunities in hand. As soon as they feel dissatisfied with the current employer or the job,
they switch over to the next job. It is the duty of the employer to retain their most excellent
employees.The present study tries to appraisal the numerous presented literatures and
research effort proceeding employee maintenance.

Keywords: Human Resource Management, Employees, Retention strategies, Employee

turnover, Organization.

INTRODUCTION

Human resources is the vital role of the organization. Even though the greatest of the business
are now a days, found to be skill determined, yet human resources are required to run the
expertise. The most vital along with dynamic resources of all society. In the center of all
round development in each and every area of the economy, Directed procedures depend on
information from a few key sources, including authoritative post employment surveys, post-
post employment surveys, stay interviews, representative center gatherings, prescient
turnover considers and other subjective investigations. This data can lead a association to
decide all the more explicitly where an issue exists and to grow profoundly important and
connected procedures to address the issue. For instance, if female experts are withdrawing the

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societyin huge numbers, an organization could audit regular reasons that ladies give for
leaving an organization and create methodologies to explicitly manage this gathering of
representatives.

REVIEW OF LITERATURE

Employee retention is a method in which the personnel are confident to continue with the
association for the greatest historical occasion or pending the achievement of the project.
Priya, M. R. Sudhamathi.(2019).The biggest challenge that organizations are facing today is
not only managing these resources but also retaining them. Securing and retaining skilled
employees plays an imperative role in any club, for the reason that employees’ knowledge
and skills are essential to companies’ ability to be economically competitive.Kumar, A. A.,
&Mathimaran, K. B. (2017).Successful employee retention is essential to an organization’s
strength, growth and revenue. Cloutier, O., (2015). A major task faced by the employees
today is retaining the rented employees in its group. In the stage of cut throat rivalry every
society tries its level best to give the best services to its employees. Sustaining human
sources remains one of the hardest tasks which popular of the organizations expressions
today.Das, B. L., &Baruah, M. (2013).Outstanding to competition for scarce skills, the
attraction and withholding of quality employees has emerged as the biggest experiment in
social capital administration. This takes resulted in a high turnover rate in most organisations
especially in public institution. Terera, S. R., &Ngirande, H. (2014).Retention is the process
of physically guardianshipworker members in anparty as it is one of the key fundamentals
that are necessary for managerial success.Aguenza, B. B., &Som, A. P. M. (2012).Employees
have been vitalfunds to any business. Established on their seriousatmosphere, they can be
labeled a life-blood of Organization. Kossivi, B.,et.,al (2016).

CONCEPTUAL FRAMEWORK

Strategies of Retention Employee

Employee retention mentions the numerous rules and observes which lease the worker’s pole
to an association for a lengthier period of period.Priya, M. R. Sudhamathi.(2019). Employees
cited location of the company as the utmostchief reason for choosing the current body as their
employer Satisfaction in one’s position has remained widely viewed as an indicator of
Employee retention. Ramlall, S. (2003).

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Fundamental Strategies

Maintenance of gainful powers is a significant worry of HR experts and business officials. It

is extra productive to hold eminence worker than toward enlist, train and situate a substitution
representative of a similar greatness.

Decency and straight forwardness are central yet influential ideas establish a long term
connection with workers. As per SHRM's Employee Employment Satisfaction and
Engagement: The Doors of Opportunity are Open research blast, representatives
distinguished these five factors as the main supporters of occupation fulfillment:

1. Respectful treatment of all employees at all levels;

2. Compensation/pay;
3. Trust between employees and senior management;
4. Job security; and
5. Occasions to use their skills and abilities at work.

Key Ingredients of succession planning

Occupation fulfillment and commitment factors are key elements of worker maintenance
programs. The significance of tending to these viewpoints is self-evident, yet really doing so
requires some investment and these errands are frequently left for one more day. However,
the result of concentrating on Employee succession maintenance—as far as expanded
execution, profitability, representative confidence and nature of work, in addition to a
decrease in both turnover and representative related issues—is definitely justified even
despite the time and money related speculation. Basically by overseeing for representative
maintenance, associations will hold gifted and spurred associations who really need to be a
piece of the organization and who stand concentrated on adding to the association's general
achievement of human Resource management.

Key Drivers of Employee Retention strategies

Employees leave associations for a wide range of reasons—Some get a changed line of work,
some return to class, some follow a companion who has been moved to an alternate area,
some resign, some blow up about a business related or individual issue and quit without much
forethought, and some just choose they never again need a vocation Employee holding
matters, as, hierarchical issues, for example, preparing time and venture, expensive up-and-
comer search and so forth., are involved. Kumar, A. A., &Mathimaran, K. B. (2017).

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By and large, an individual will relax with an association if the compensation, working
conditions, formative chances, and so on., are equivalent to or more noteworthy than the
commitments obligatory of the representative. These decisions are influenced by both the
person's longing to leave the association and the simplicity with withdraw.

As huge all things considered to comprehend the reasons that drive representatives to leave
an association, it is similarly as vital to comprehend why significant workers remain. Studies
have recommended that work force become installed in their occupations and their networks
and as they partake in their talented and network life, they create web of associations and
connections, both on and off the activity. Leaving an occupation would require cutting off or
revamping these social and worth systems. In this way, the more implanted staffs are in an
association, the more probable they are to remain. Organizations can expand representative
commitment by giving tutors, planning group based undertakings, cultivating group
cohesiveness, empowering worker referrals, and giving clear socialization and
correspondence about the organization's qualities and culture, just as offering budgetary
motivations dependent on residency or interesting impetuses that may not be basic
somewhere else.

Human Resource Management

Representative turnover is a typical marvel which numerous associations are confronting

today. Associations put massively in enlisting and building up their workers. Subsequently
worker turnover is a potential misfortune for any firm. HR chiefs attempt to forestall the
worker turnover by actualizing viable maintenance strategies. James, L., and Mathew, L.
(2012).Practices that add to maintenance emerge in every aspect of HR, and all jobs inside an
association should cooperate to create and execute multifaceted maintenance systems. Wide
based and focused on procedures, or a mix of both, might be fitting relying upon the
circumstances.A solid maintenance system turns into an amazing enrollment tool. Kumar, A.
A., &Mathimaran, K. B. (2017).Retaining representative is a procedure which the laborers
are urged to suffer with the general public for the concentrated dated of interim or till the
achievement of the activity. Maintenance is valuable for the relationship just as the specialist.
Laddha, A.,et.,al (2012).

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Effective practices and Determinants of retaining workers

Effective practices in a number of areas could be especially powerful enabling angroup to

achieve its retention goals. These areas include:

 Recruitment.
 Socialization.
 Training and development.
 Compensation and Rewards
 Pay levels and satisfaction
 Supervision
 Management Development
 Communication
 Supportive workplace
 Employee engagement.

Broad-based strategies

Expansive based methodologies are aimed at the whole society or everywhere subsystems
and are expected the location in general holding rates. Models incorporate giving no matter
how you look at it show case based pay increments, changing the procuring procedure to fuse
maintenance related criteria and improving the labor atmosphere.

The information expected to enable an organization to figure out which expansive based
procedures to actualize regularly originate from three spots:

 Maintenance research can shed valuable light of the primary drivers of turnover.
Attendance at conferences and membership in professional associations such as
SHRM can provide access to the latest research on turnover and retention.
 Effective practices encompass the strategies that other organizations are using and are
finding effective or ineffective.
 Benchmarking surveys can provide information about how a company compares to
competitors on issues such as pay, benefits, bonus strategies.

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Targeted policies

Directed procedures depend on information from a few key sources, including authoritative
post employment surveys, post-post employment surveys, stay interviews, representative
center gatherings, prescient turnover considers and other subjective investigations. This data
can lead association to decide all the more explicitly where an issue exists and to grow
profoundly important and connected procedures to address the issue. For instance, if female
experts are withdrawing the society in huge numbers, an organization could audit regular
reasons that ladies give for leaving an organization and create methodologies to explicitly
manage this gathering of representatives.

CONCLUSION

Employees are the resources of any association. No Organization can afford losing their star
performers. It is the trial of HR managers to classify the right custodytactics which their
forces perceive to be effective.Administrations should understand the needs of their
employees and try to implement effective retention strategies to retain their star
performers.Best way to enhance employee retention is to understand what employees require
from organization and deliver it to them. Each worker’s needs would be different,
thenadministrations should be able to reach the limits and act accordingly. It is not feasible to
satisfy every employee’s demands. By enforcing appropriate HR applies and rules,
organization can instigate this feeling amid their employees.Employers should look at the
maintenance strategies as long term investments in future growth and competitiveness in the
company. The labor market today is highly viable and retaining top talent is essential to
compete in the market place. Employers must recognize this challenge and invest in job
content as well as formal development. Employers must be eager to create their own
leadership academy. Employers must recognize leaders from within, train and develop them
as present and future leaders. Every employer must optimize the available opportunities to
exercise their maintenance strategies and invest in their employees, who in return become
stakeholders and increase the competitive and financial bottom-line of the company.
Employee retention strategies have a high impact and pay a dividend to the worker and the
manager.In close, employee retention strategies should be a part of every aspect of an
organization’s principals and operations. This paper provided strategies for employee
retention. We showed that in order for any organization to achieve its economic short and
long-term goals; they must address subsidizingfeatures of high turnover and develop a
strategic plan.

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REFERENCES

1. Kumar, A. A., &Mathimaran, K. B. (2017).Employee Retention Strategies –An

Empirical Research. Global Journal of Management and Business Research.

2. James, L., & Mathew, L. (2012). Employee retention strategies: IT industry. SCMS
Journal of Indian Management, 9(3), 79.

3.Cloutier, O., Felusiak, L., Hill, C., & Pemberton-Jones, E. J. (2015). The Importance of Developing
Strategies for Employee Retention. Journal of Leadership, Accountability & Ethics, 12(2).

4.Rama Priya.,(2019).IMPACT OF WORK ENVIRONMENT AND JOB SATISFACTION ON EMPLOYEE

RETENTION IN TEXTILE INDUSTRY.PARIPEX - INDIAN JOURNAL OF RESEARCH ,8(5)pp:234-236.

5. Ramlall, S. (2003). Organizational application managing employee retention as a strategy for

increasing organizational competitiveness. Applied HRM research, 8(2), 63-72.

6. Das, B. L., &Baruah, M. (2013). Employee retention: A review of literature. Journal of Business and
Management, 14(2), 8-16.

7.Laddha, A., Singh, R., Gabbad, H., &Gidwani, G. D. (2012). Employee retention: An art to reduce
turnover. International Journal of Management Research and Reviews, 2(3), 453.

8. Terera, S. R., &Ngirande, H. (2014). The impact of rewards on job satisfaction and employee
retention. Mediterranean Journal of Social Sciences, 5(1), 481.

9. Aguenza, B. B., &Som, A. P. M. (2012). Motivational factors of employee retention and

engagement in organizations. International journal of advances in management and economics, 1(6),
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10.Kossivi, B., Xu, M., &Kalgora, B. (2016). Study on determining factors of employee retention. Open
Journal of Social Sciences, 4(05), 261.

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