This study is significant as such research projects have been sparse in the Sri Lankan context and in order to fill that gap this research have been conducted for three companies namely Company A, B and C. This sense of engagement or commitment toward their work ensures in turn that these employees stay with the organization in the long run. This study was necessitated due to rate of employee turnover, which is increasing in Nigeria banking system; a situation whereby employee continuously move from one bank to another in a short period of time. The following are among the conclusions reported: 1 employer-sponsored training accounts for about two-fifths of U. Retention is a complex concept and there is no single recipe for keeping employees with a company. A more detailed and recent definition for the concept of retention is customer liking, identification, commitment, trust, readiness to recommend, and repurchase intentions, with the first four being emotional-cognitive retention constructs, and the last two being behavioral intentions Stauss et al.
Findings — Factor analysis supported the division of the retention factors into organisational and job levels with a two factor structure in which organisational levels loaded strongly on component 1 and job level items loaded strongly on component 2. The course integrates topics from earlier information systems courses within the framework of electronic commerce. Journal of Health Economics, 20, 677-701. Conclusion The need for organizations to retain their talents is crucial for their ability to remain in business depends on it. Keywords: Human Resource, Employee Retention, Determining Factors 1.
Questionnaire consisting of items adopted from previous researches were used to collect data. As far as the aspects of implementation are concerned, it is very tough to analyse and pick up key points to start with. The authors present a unique type of psychiatric leader-the leader-teacher-who incorporates teaching of these elements into day-to-day practice, enhancing lifelong learning for credentialed staff and increasing their confidence in managing complex clinical and administrative issues. Practical implications Derived from an extensive study of current and impending talent management strategies, the findings may aid organizations and policy makers to develop and refine talent management practices in order to engage human capital, with the ulterior aim of talent retention — a concern that plagues most contemporary organizations. This study was guided by two key objectives, from which appropriate research questions and hypotheses were formulated.
Even though most of the organizations are now a days, found to be technology driven, yet human resources are required to run the technology. Human resources are the life-blood of any organization. Though many factors contribute to employee turnover, rewards have been identified as one of the most important factors. In this research, the relationship between Talent management, employee Retention and organizational trust is investigated. International Journal of Contemporary Hospitality Management, 20, 792-806. An organisation spends huge amount of money on hiring people and training them still every year many businesses suffer from a huge loss of talent.
Employee retention refers to the ability of the organisation to retain its employees. The respondents were contacted by the use of personal networks. A conducive environment can be defined as a flexible atmosphere where working experience is enjoyable, resources are adequately provided. In previous researches a number of factors associated with employee retention have been identified. The authors examine how talent management practices can contribute to the efforts in preempting or preventing attrition in organizations. However multiple regression analysis indicated that training and development did not have any notable influence on retention.
Various drivers responsible for engaging and retaining talent are studied by reviewing the existing literature. In order to aid the endeavor to bring some clarity to and explore the trends in talent management, the authors have based this paper on a systematic review of the existing literature which seeks to examine the modern thought process and evidence. However, determining the contribution of training is oftentimes an elusive task. A more comprehensive review of the literature on retention is required and further testing of the model is required with a larger sample size. The research method is a descriptive survey. Moreover organization commitment partially mediates the relationship between proposed factors and retention. This report has utilized journal articles and books mainly, to critically and comprehensively analyze and evaluate the factors in different views.
They are meant to serve as lumber rooms of knowledge for nurturing the manpower needs of the nation and hence for satisfying the aspirations of the people for a good and humane society. Human Resource Development Quarterly, 21, 69-85. The study employed descriptive research design. Journal of Nursing Management, 17, 340-351. Thus, there still is also no sufficient foundation for an estimation whether investments in customer clubs can be justified in comparison to several alternatives of gaining new customers or customer retention. Talent management is found to be important for modern organizations because of the advent of the Modern economy, new generations entering the human resource and the need for businesses to become more strategic and competitive, which implies new ways of managing resource and human capital. In general it refers to the environment wherein employees both learn and work.
Since the current study setting was arranged in non-contrived setting with minimizing disturbance from the researcher. Findings: Findings reveals that organization commitment influences retention and all the above factors enhances it. This research study is significant to Sri Lankan context as there are fewer studies have been conducted in this field. The factors are training and professional development, organizational rewards system, job insecurity and job satisfaction. Gemserv is now more transparent around the process, the decision-making and is truly honest on pay and benefits positioning — and how that can be effectively aligned with business objectives. Links with the literature on the psychological contract also need to be more fully explored.
It also includes a Lie scale. Thus, this had made it crucially important and mandatory for companies to retain their existing employees, although it is a challenging issue encountered by firms across the globe. In fact, the dynamics of the work environment will have to reflect a diverse population comprised of individuals whose motivations, beliefs and value structures differ vastly from the past and from one another. This document summarizes the conclusions of research papers and participant discussions at a conference on employer-sponsored training in 1988. And the practical implication of this research includes the importance of employee retention in the local and global competitive market. This study is significant as such research projects have been sparse in the Sri Lankan context and in order to fill that gap this research have been conducted for three companies namely Company A, B and C.