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Gupta, Shilpi
- A Study on Turnover and Employee Retention: A Closer Review
Abstract Views :368 |
PDF Views:6
Authors
Shilpi Gupta
1,
Prachi Singh
2
Affiliations
1 MATS University, Raipur, IN
2 KITE, Raipur, IN
1 MATS University, Raipur, IN
2 KITE, Raipur, IN
Source
Asian Journal of Management, Vol 5, No 2 (2014), Pagination: 221-226Abstract
From a managerial perspective, the attraction and retention of high-quality employees is more important today than ever before. A number of trends (e.g., globalization, increase in knowledge work, accelerating rate of technological advancement) make it vital that firms acquire and retain human capital. While there are important differences across countries, analysis of the costs of turnover (Hinkin and Tracey, 2000) as well as labor shortages in critical industries across the globe have emphasized the importance of retaining key employees for organizational success. Employee retention is a process in which the employees are encouraged to remain with the organization for the maximum period of time or until the completion of the project. With the increasing attrition in organization, it has become a question of study. This paper deals with factors that are affecting the retention of employees and its impact on the organization.Keywords
Employee Retention, Emotional Support, Globalization, Employee Turnover, Emerging Trends.
References
- Bartol, K.M., and Martin, D.C. (1998). Applicant information at hiring interview and subsequent turnover among part time workers. Journal of Vocational Behavior,53, 334-352.
- Collins, C.J., and Clark, K.D. (2003). Strategic human resource practices, top management team social networks, and firm performance: The role of human resource practices in creating organizational competitive advantage. Academy of Management Journal, 46, 740-751.
- Gelfand, M.J., Erez, M. And Aycan, Z. (2007). Cross-cultural organizational behavior. Annual Review of Psychology, 58, 479-514.
- Hambrick, D. (2007). The field of management’s devotion to theory: Too much of agood thing? Academy of Management Journal, 50, 1346-1352.
- Hom, P.W., Griffeth, R.W. (1995). Employee turnover. Cincinnati, OH: South-Western College Publishing.
- Hom, P.W., Griffeth, R.W., and Sellaro, C.L. (1984). The validity of Mobley’s 1977 modelof employee turnover. Organizational Behavior and Human Performance, 34,141-174.
- An Overview of Talent Management: Driver for Organizational Success
Abstract Views :354 |
PDF Views:2
Authors
Affiliations
1 KITE, Raipur, IN
2 MATS University, Raipur, IN
1 KITE, Raipur, IN
2 MATS University, Raipur, IN
Source
Asian Journal of Management, Vol 5, No 2 (2014), Pagination: 240-245Abstract
In today's global economy, companies must continually invest in human capital. In the role of business partner, HR leaders work closely with senior management to attract, hire, develop and retain talent. Yet the skills shortage presents both socio-economic and cultural challenges as talent crosses borders. Thus, in view of workforce trends such as shifting demographics, global supply chains, the aging workforce and increasing global mobility, forward-looking organizations must rethink their approach to talent management to best harness talent. By doing so, they will be positively positioned to succeed in a highly competitive marketplace. In addition, organizational culture, employee engagement and leadership development have a significant impact on talent retention. Taking these factors into consideration, an integrated approach to talent management offers a pathway toward sustaining outstanding business results. Despite a significant degree of academic and practitioner interest the topic of talent management remains underdeveloped. A key limitation is the fact that talent management lacks a consistent definition and clear conceptual boundaries. The specific contribution of the current paper is in developing a clear and concise definition of strategic talent management.Keywords
Talent, Talent Management, Organizations, Human Resource Management, Retention, CEO, Motivation.References
- Arthur' M.B. (1994) "The boundaryless career: A new perspective for organizational enquiry"'Journal of Organizational Behaviour' 15' 295-306.
- Batt' R (2000) "Strategic segmentation in front-line services: Matching customers' employees and human resource systems"' International Journal of Human Resource Management' 11' 540-61.
- Becker' B.E. and Huselid' M.A. (2006) "Strategic Human Resource Management: Where do we go from here?" 'Journal of Management' 32' 898-925.
- Dyer' L. and Reeves' T. (1995) "Human resource strategies and firm performance: what do we know' and where do we need to go?" 'International Journal of Human Resource Management' 6' 657-67.
- Economist Intelligence Unit (2006) The CEO's role in talent management: How top executives from ten countries are nurturing the leaders of tomorrow. London' The Economist.