Indian Journal of Public Health Research & Development

A. Nafeesa Begum ¹, G. Brindha ²

Affiliations
1 Department of Management Studies, Bharath University, IN
2 Dr. Mgr Educational and Research Institute University, Chennai, IN

Abstract

Despite the major advancements women have made in becoming a significant part of the workforce, they are still facing important career development issues. Although many women achieve lower and middle management positions, they seem to hit the “glass ceiling” in many organizations and are denied the most senior levels of upper management. The reasons are multi-dimensional; some women lack the confidence to apply for senior positions; some lack the necessary education or training; and others find themselves excluded from the top positions because of systemic gender bias that exists in some companies. There are plenty of statistics tracking the percentage of women in the workforce, their qualifications and their salaries. But the data doesn’t show us the whole picture. It doesn’t assess how women feel, how they fare in their day-to-day business, the challenges they encounter. And that is why the research embarked on a global task, asking more than 9,500 women across the G20 to identify the top five issues faced at work especially in IT industry.

Keywords

Women Retention, Issues and Challenges, Career Advancement, Gender Discrimination, Strategies to Overcome.

Full Text

     

A. Nafeesa Begum ¹, G. Brindha ²

Affiliations
1 Department of Management Studies, Bharath University, IN
2 Dr. Mgr Educational and Research Institute, Chennai, IN

Abstract

Today, behaviour of women employees has changed the environment of the private organization. Young women employees always ready to switch over whenever she dissatisfy with any reason in the job. Retention strategy is a powerful recruitment tool. Private organizational issues matters as lost knowledge and training time. HR managers should identify the needs of the women employee and then devises the retention strategies. As different individuals have different priorities does not fit one strategy. HR professionals face the vital challenge to retain talented women employees. Retention strategies are fall into four categoriesjob enrichment, salary, working conditions and education, addressing these issues this article demands a specialized approach that emerge new fangled women friendly policies which foster gender neutral workplace in developing retention strategies.

Keywords

Retention Strategies For Female Employees, Scope, Trends and Policies.

Full Text

     

A. Nafeesa Begum ¹, G. Brindha ²

Affiliations
1 Department of Management Studies, Bharath University, IN
2 Dr. MGR Educational And Research Institute, Chennai, IN

Abstract

Today, behaviour of women employees has changed the environment of the private organization. Young women employees always ready to switch over whenever she dissatisfy with any reason in the job. Retention strategy is a powerful recruitment tool. Private organizational issues matters as lost knowledge and training time. HR managers should identify the needs of the women employee and then devises the retention strategies. As different individuals have different priorities does not fit one strategy. HR professionals face the vital challenge to retain talented women employees. Retention strategies are fall into four categoriesjob enrichment, salary, working conditions and education, addressing these issues this article demands a specialized approach that emerge new fangled women friendly policies which foster gender neutral workplace in developing retention strategies.

Keywords

Retention Strategies for Female Employees, Scope, Trends and Policies.

Full Text