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

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An Effectiveness of Human Resource Management Practices on Employee Retention in Institute of Higher learning: - A Regression Analysis
Eric Ng Chee Hong
Faculty of Business and Finance Universiti Tunku Abdul Rahman Kampar, 41900, Malaysia

eric_ng0530@hotmail.com

Lam Zheng Hao
Faculty of Business and Finance Universiti Tunku Abdul Rahman Kampar, 41900, Malaysia

vinci_lockheart@hotmail.com

Ramesh Kumar
Faculty of Business and Finance Universiti Tunku Abdul Rahman Kampar, 41900, Malaysia

rameshk@utar.edu.my

Charles Ramendran
Faculty of Business and Finance Universiti Tunku Abdul Rahman Kampar, 41900, Malaysia

charlesr@utar.edu.my

Vimala Kadiresan
Faculty of Business and Finance Universiti Tunku Abdul Rahman
…show more content…
To illustrate further, an employee will be motivated to carry out his job if given sufficient guidance through training & development, appraised through effective performance standard and compensated equally according performance standard. Through the understanding of various well-known motivational theories such as Maslow’s Need Hierarchy and McClelland’s Need Theory, we can point out the critical factors that have implication toward retention practices focus on physical and emotional needs, working environment, supervision, responsibilities, supervision, fairness & equity, employee development and feedback on performance (Ramlall, 2004). An effective human resource management practises can be the main factor for the success of a firm Stavrou-Costea (2005). As supported by Lee and Lee (2007) HRM practices on business performance, namely training and development, teamwork, compensation/incentive, HR planning, performance appraisal, and employee security help improve firms’ business performance including employee’s productivity, product quality and firm’s flexibility. In this study, we aim to study how employees regard importance of equity of compensation, job design through training and expectancy toward effective performance management on their retention.

2. PROBLEM STATEMENT
There are many retention practices implementation around the globe operated routinely by either small setups or big enterprise,

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