An Effectiveness of Human Resource Management Practices on Employee Retention in Institute of Higher Learning: - a Regression Analysis

Employee expectations are also critical influencing the reward structure. Meeting employee’s expectations is important to generate a motivated work force. The employee’s need and

Performance management system is critical in strengthening employer expectations. Study will be made to identify how strong performance management system impacts key HR processes viz compensation and benefits, training and development, recruitment and selection.

are very important part of the company, because thanks to them it can perform properly

Research indicates that 54% of employers believe pay and reward play a key factor in staff retention (XpertHr 2011). Contrasted against why employees leave an organisation 50% stated that it was due to poor pay and performance not being recognised through rewards (Personnel today, 2004).

If proper action is taken on employee workload, work stress, salary, job satisfaction, and work to family conflict, the turnover ratio alternatively decreases and organization performance will enhance. Derek (2006) found a positive relationship between employee turnover and organization efficiency, and concluded that there is insignificant negative relationship between employee turnover and organizational performance.

The purpose of this paper is to discuss motivation in the workplace. To have a successful company, employee must be motivated enough to work and get the job done. One way have success in the workplace is to define the morale and motivate employees. The human resource department or the manager are typically the personnel to identify the employees needs by either observing the generation, the psychological contract, or the main theories that were postulated by Victor Vroom (Vroom's expectancy theory), Abraham Maslow (hierarchy of needs), Frederick Herzberg (theory of motivation), Douglas McGregor (theory X and Y).

In modern business world, any organization can strategically use; pay, compensation, benefits and other rewards as effective performance management instruments to increase operational efficiency and enhance performance. It is very important for the organisation to attract, motivate and retain the best people who will be a key influence on its future success. Furthermore, in recent times, most members of the community believe that skilled people are an essential part of sustaining an organization's long-term competitive advantage. So, successful pay, rewards, compensation and benefits strategies are the main components that can ensure people are paid equitably, recognise and reward excellent performance, and aid the

Recruiting is arguably one of the most critical roles of an HR manager (Pandey et al., 2012). Organizational performance can be credited with the identification and selection of the most talented individuals. An employee with high potential suggests that there is a future viability that is not present in the existing workforce (Yarnall, 2011). An appropriately structured recruitment strategy is essential for the future success of an organization and at times can determine whether that organization will grow or recede during a particular economic period. A successful recruiting strategy can improve recruiting effectiveness by 30% and reduce the time to fill that position by 28% (CEB, 2012). It is clear that whatever recruitment strategy is being used, the desired outcome has not been reached. This study examines recruitments strategies and their correlation on retention with the desire of finding the method

Two prominent theories – Maslow’s hierarchy of needs theory and Herzberg’s dual-factor motivational theory have been widely cited in the management literature. Though very straightforward and simple Maslow’s theory reveals a fundamental structure of human motivation. Many researchers have developed motivational theories, which provide guiding frameworks to understand the retention issues of employees such as Maslow, 1943. From lower to higher levels, employees seek to satisfy five levels of needs from their jobs. They are the physiological, safety and social needs at the bottom, and the needs for self-esteem and self-actualization at the top (Maslow, 1943).

The literature review, explain the theories which are related to the case study’s problems in order to the motivation and satisfy employees’ needs. There are three important theories include; organizational motivation justice, Maslow’s hierarchy needs theory, and expectancy theory.

In today’s ever-changing work environment, it is imperative that manufactures maintains their employment levels in order to remain competitive. Recruiting and retaining the right people, and then keeping them happy and productive is critical to the future success of a company. A strategic approach to recruitment and retention becomes more important as labour markets change and become more competitive (Zinni, Mathis & Jackson, 2011, p. 182).

Author explained that there are lot of disappointments and depression factors that cause the employees to be less effective in their jobs and that will lead to decrease their performance and such as conducting or sticking to a specific timetable or using the academic or the correct educational equipments. To add more, Peterson and Quintanilla (2003) did some studies and showed that there is a linkage between motivation and socialization and some social work values and norms play an important role too in applying the organizational applications of the motivation of the intrinsic factors and they are related to two theories such as namely cognitive evaluation theory and job characteristic theory. Furthermore, according to Lord (2002), he said that there are two important factors which related to motivation such and they are productivity and retention. Also Herzberg (1968) did some arguments which can end the cause of dissatisfaction and it won't be appear in the satisfaction field. And satisfaction level or motivation level can be appear only if there is a use of motivation. Also according to Maslow 1970, he said that there are popular needs which the human can't live without and this theory is very important to understand more about the motivation. This theory was named the hierarchy needs includes the most five basic levels of needs which lead the human to be satisfied. These factors of the motivation

An employee performance appraisal can act as motivation for an employee to improve his productivity. When an employee sees his goals clearly defined and is measured against the set goals and objectives, a need can be identified about the future strategies of employee motivation. In this review, I will look at and explore the multiple arguments of the management research articles. So, the question I must ask: is there a positive correlation between employee motivation and job performance?

Many organizations do not believe in the explicit retention program at place. Many companies spend their most of the resources; time, energy chasing new businesses and huge amount of marketing budgets are being allocated for customers acquisitions.

I am proposing a dissertation that investigates the current HR practices being implemented in the organization to facilitate and retain its employees to attain maximum satisfaction and desired outcome.