Employee Retention Literature Review

“Sharon D. Mays.(2007), has examine the factors relating to motivation, retention, and job or career satisfaction in the military reserve forces. The literature review presents the history and current research that set the precedence for identifying human needs with the organization. Schein’s Career Orientation Inventory (COI) tool was used to provide career anchor indications of participants in addition to a demographic questionnaire to categorize results for statistical correlation. Findings show significant correlations between the determinants of independent and dependent variables referenced in the study, indicating the importance of identifying career anchors and motivators in today’s military reserve forces. The results of the study

In this conceptual paper, the author has attempted to bring out some employee retention approaches, which have developed over a period of time, in the industrial and Internet era. Retention strategies for knowledge workforce, for achieving competitive advantage are also highlighted. In the concluding part, some critical guidelines for developing a retention strategy by an organization are mentioned.” “Mullich and Joe (2005), has reported on the human resource strategies employed to retain employees and reduce training cost. It is found that establishment of employee engagement teams plays an important role in employee

Because of this high cost of turnover, the organization sought to understand their employee’s turnover intentions and the reasons for the potential turnover. Through a series of surveys, observations, and interviews, it was determined that the location of the company and its compensation package were the most common factors in remaining with the company and that compensation and lack of challenge and opportunity were the most common factors in contemplating leaving the organization.”

“Allen and Meyer (2003), have studied that a model through which the effects of HR practices (i.e. participation in decision making, fairness of rewards and growth opportunities) and POS on voluntary employee turnover were investigated. As outcome of that, the study reported a quantitative assessment that strongly supported the influencing relationship of these organizational factors in employee withdrawal.”

“Legge and Wolfe (2003), have investigated that the top ten strategies critical to successful retention: (i) Be data driven (ii) Develop a profile of your ideal candidate (iii) Develop a compelling value proposition (iv) Increase your pool of candidates (v) Improve your selection process (vi) Invest in employee orientation (vii) Focus on people development (viii) Develop your managers (ix) Run a high-performing organization (x) Provide employee