Employee Retention

ESOFT Metro Campus (Pvt) Ltd, A trailblazing establishment that has thrived since its establishment in 2000. It is a leading private sector higher education network in Sri Lanka. Their extensive network, covering the entire island, encompasses 40 branches across all regions and districts. This ensures that international higher education is within reach for all students, serving as a testament to ESOFT's vision and mission (ESOFT Metro Campus, 2024). In the 1990s, Fitz-enz (1990) noted that employee dedication and retention are influenced by a combination of factors rather than a single issue. In this context, we will explore the strategies used by the Human Resource Department (HR) of ESOFT to retain employees within their branch network. Identified concerns 1.   Cultivate an appreciative culture. 2.  Employee Disengagement Issues.  3. Areas for improvement in Workplace Environment. HR strategies used by ESOFT HR 1.    Employee recognition programmes to launch...

  One of the primary dilemmas confronting modern employees is the retention of staff within their respective organizations. In an era marked by intense competition, every company endeavors to provide optimal amenities to its workforce. Effectively meeting the needs of human resources stands as a formidable challenge encountered by the majority of businesses today. Deciphering the complexities of human psychology proves to be exceedingly arduous. Additionally, the abundance of opportunities available to skilled and talented professionals makes it increasingly strenuous for employers to adequately satisfy and retain them. There exists no singular strategy or retention scheme capable of appeasing every employee within an organization. Just as individuals possess diverse personalities, they harbor distinct demands and expectations from their employers . Numerous scholars, including Arnold and Feldman (1982), Wotruba and Tyagi (1991), and Brodie (1995), have conducted research indicat...

Introduction In today's rapidly evolving global economy, significant changes have occurred and continued to unfold. Factors such as globalization, technological advancements, and growing competition for limited resources exert pressure on organizations, underscoring the importance of maintaining their competitive edge, partly by nurturing the skills of their workforce. Moreover, these developments have intensified competition among organizations, compelling them to optimize their asset management, particularly in regard to their human capital (Korir, 2014). Implementing robust resourcing strategies including human resource planning, recruitment, employer branding, career development, employee relations, and retention is crucial for acquiring skilled, talented, and dedicated personnel. This is essential because the expertise and knowledge of employees have emerged as pivotal factors for organizations striving to remain economically competitive (Kwon, 2009; HillTrop, 2009) . The ...

  One of the major obstacles encountered by businesses is retaining their employees. Research conducted in this field suggests that the prevalent issue of high turnover, particularly driven by voluntary departures, stems from a lack of alignment between employees' interests and company goals. This blog is focused on identifying the specific factors concerning both employees and companies that play crucial roles in retaining staff and diminishing turnover rates . As per Samuel and Chipunza (2009), turnover happens when employees resign from their positions, necessitating replacements, thus incurring costs for the organization. Consequently, Khan and Aleem (2014) contend that retaining employees, particularly the highly skilled ones, has emerged as a significant managerial challenge . These challenges will be discussed according to the following hypothesis. H1: Ensuring equitable and competitive compensation packages is crucial for retaining employees within the company . Bisht...

Human resource activities have frequently been employed to evaluate organizational performance. A fundamental aspect of HRM is the acknowledgment that enhanced performance stems from the workforce within the organization. In recent times, significant attention has been given to understanding the relationship between Human Resources Management (HRM) and performance. Nonetheless, authors have advised for further investigation into the intermediary function of HRM outcomes like employee retention in the correlation between HRM practices and organizational performance. Organizations typically vary greatly in size and structure, often showcasing more disparities than similarities. Nonetheless, a shared element among these organizations is their attainment of success, which hinges on the expertise, knowledge, and experience of their workforce. In recent times, notable attention has been devoted to understanding the relationship between HRM and performance. However, some researchers have ex...