HR PLANNING & RETENTION

Human resource planning has a significant impact on organizational performance in predicting future business and environmental demand, which aids in managing the demand for human resources as necessary. Having the necessary number of qualified employees in an organization is important for its success. Human resource planning has increased staff output, customer alignment and contentment, as well as service quality and quantity. The most valuable resource for every organization is its employees. They make a significant contribution to the company's expansion and profitability. They contribute innovation and set the route for the organization's sustained growth. These blogs primary objective was to review the importance on human resource planning towards employee retention. However, the abundance of information makes it very difficult for me to integrate and synthesize the study in a clear manner. I have tried to discuss the pertinent part of employee retention while also payin...

Economic security and employee retention To create economic security, factors that are sustainable will be important, (International Labor Organization 2004). Employees tend to stay with organizations and don't look for other jobs or even relocate to another company, industry, or countries when they feel secure financially in any country or even any business field. Singh (2012), indicated that if the employees possess the required abilities, employee retention with economic sustainability might be attained. The high rate of staff turnover has a detrimental impact on the national and international economies from an economic standpoint. Psychological security and employee retention Psychological security is the first and most fundamental level of need, according to Maslow's motivation theory, which is based on the hierarchy of human needs. The idea behind this variable is based on people's capacity to sustain a steady state of normal survival requirements. It contai...

Compensation Trevor et al. (1997) demonstrated that wage growth has a negative effect on turnover. Davies, Taylor, & Savery (2001) presented the opinion that every organization pays compensation to the best employees, but very few organizations use it strategically. They said, “Salary and benefits policies are not being used strategically, within the organization to improve morale, reduce turnover, and achieve targets within an establishment”. Gardner et al., (2004) explained that the salary can be a motivation factor to keep the employee within the organization. Reward and recognition The term ‘reward’ was defined by Agarwal (1998) as something that the organization delivers to the employees in response to the job and performance and something that the employees desire. Walker (2001) asserts that praise from superiors, coworkers, and clients increase loyalty. In the year 2002, the international consulting firm "Watson Wyatt" carried out a study in the USA, survey...

Retention – Introduction Maertz & Campion (1998) mentioned “relatively less turnover research has focused specifically on how an employee decides to remain with an organization and what determines this attachment…retention processes should be studied along with quitting processes”. Zineldin, (2000) has described retention as “an obligation to continue to do business or exchange with a particular company on an ongoing basis”. Denton (2000) mentioned that employees who are satisfied with their work are more engaged and always dedicated to their work, their effort is to improve satisfaction of their clients. Stauss et al., (2001) explained retention as “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”. Employee Turnover Chruden (1980), Testa (2008) have found due to the expense of human capital (such as skills, tra...