Management and Measurement of Employee Retention at Emirates NBD

A STUDY OF
MANAGEMENT AND
MEASUREMENT OF
EMPLOYEE RETENTION
AT EMIRATES NBD

Table of Contents
CHAPTER -1 ..................................................................................................................................4
INTRODUCTION...........................................................................................................................4
Background .................................................................................................................................4
Aims and objectives ....................................................................................................................4
Research Questions .....................................................................................................................5
Rationale .....................................................................................................................................5
Significance..................................................................................................................................5
Structure ......................................................................................................................................6
CHAPTER-2....................................................................................................................................7
LITERATURE REVIEW................................................................................................................7
CHAPTER-3..................................................................................................................................13
RESEARCH METHODOLOGY ..................................................................................................13
Research type.............................................................................................................................13
Research approach.....................................................................................................................13
Research philosophy..................................................................................................................14
Data collection...........................................................................................................................14
Sampling....................................................................................................................................15
Data analysis..............................................................................................................................15
Ethical consideration..................................................................................................................16
Validity and reliability...............................................................................................................16
Research limitations ..................................................................................................................17
CHAPTER-4..................................................................................................................................18
DATA ANALYSIS .......................................................................................................................18
CHAPTER-5..................................................................................................................................31
CONCLUSION AND RECOMMENDATIONS..........................................................................31
REFERENCES..............................................................................................................................34
APPENDIX....................................................................................................................................37

CHAPTER -1
INTRODUCTION
Background
Employee retention refers to an organizational goal of retaining the talented employees
and in reducing the turnover through fostering positive work environment for the purpose of
promoting their engagement and participation. It is been done by showing an appreciation to the
employees and in facilitating the competitive pay and the benefits in order to maintain a healthy
balance in the work life. In other words it means several practices and the policies that lets an
employees stick towards an enterprise for the longer period of the time. Almost every
organisation invests the money and the time in grooming a new candidate, making him ready as
the corporate material and in bringing him at the equal level of an existing employees. In other
sense it referred as an ability of the company in retaining its employees within the organization
or at the workplace for a longer period.
The present research study is based on Emirates NBD, a biggest and largest banking
group within the region that was formed on 16th October 2007 at the time when shares of
Emirates were been officially listed on Financial market of Dubai. The merger of Emirates NBD
2007 took place between the EBI and the National Bank of the Dubai that became as regional
consolidation for the finance as well as banking sector. This company believes well being of
their employees that is directly tied with achieving healthy balance in the work-life. At the
Emirates NBD, employees are been encouraged in taking off with the respect to bound with their
respective newborns and in supporting the spouses at the time of the important life event.
Furthermore the study highlights the methods and reviewing impact of the leadership styles and
the development programs towards managing and measuring for an employee retention.
Aims and objectives
Aim
To assess the management and the measurement of an employee retention within the
management of NBD at the Emirates
Objectives
 To determine the role and impact of leadership style pursued by the management of Emirates
NBD in managing and retaining talented employees.

 To determine the role of training and development programs provided by the management of
Emirates NBD in enhancing the KSAs (knowledge, skills and abilities), and retaining the
talented employees.
 To determine the role and impact of incentives provided by the management of Emirates
NBD in motivating and retaining talented employees.
Research Questions
Q1: Does the leadership style pursued by the management of Emirates NBD impacts the
motivation and job commitment of its talented employees?
Q2: Does the provision of incentives that are given by Emirates NBD to the talented employees
helps the company to retain them in the long-run?
Q3: Does the training and development programs provided by Emirates NBD helps it to retain its
talented staff successfully?
Rationale
The reason behind conducting this study is to analyse the ways in which company
manages retention of the employees at the workplace. This had become a current issue in
Emirates that is been faced by the employers and it is crucial for them to overcome this issue as
it is seen as more effective and efficient in retaining a productive employee rather than
recruiting, orienting and training the replacement employee of a similar quality. As per the
current trend it has been seen that employees that are based in UAE are changing employers in
the year 2015 with a rate as 57% intending in doing so in the year 2016 and a greater rate than
global one. The main grounds regarding leaving an employment are seen as universal mainly
because of low perceived salary, lack of the job security and the prospects of poor career are
counted as the major drivers.
Significance
It sees as very critical in retaining a positive and the motivated employee for achieving
organizational success. Higher rate of employee turnover results in increasing expenses and is
also having a negative effect on the morale of an enterprise. Executing programs for employee
retention is counted as an effective manner in making sure that pivotal workers remains as
employed at the time of employing and maintaining the productivity and the performance of the
job.

Structure
Chapter 1: Introduction
In the first chapter, the study describes background relating to employees retention and
the overall aims and the objectives that are been framed in accordance to the research issue or
topic. It also involves the main reasons behind conducting the research study and the scope of the
research report.
Chapter 2: Literature Review
After providing an overview about the project, in the next chapter various themes are
been prepared on the basis of the objectives framed. It includes review of all the measures and
effect of different factors that leads to management and the measurement of an employee
retention in the organization. It states the better view regarding various aspects that are
incentives, leadership style and development programs that helps in retaining the employees in
the company for the longer time period.
Chapter 3: Research Methodology
In this chapter, several appropriate methods and the tools are been used for making the
research study more reliable and meaningful. Under this, the reasons are also been stated of
choosing the most suitable method in assessing the research problem adequately.
Chapter 4: Data Analysis
By employing different methods, in the next chapter data is been analysed by structuring
the questionnaire and framing themes based on the responses of the participants. Moreover,
graphs and an interpretation has been stated based on previewing the literature and the answers
of the respondents.
Chapter 5: Conclusion and Recommendation
It is the last chapter that provides for a summary of the research report by concluding all
the important elements of the study so that a summarized statement could be prepared in respect
of overall or an entire study. Moreover, it facilitates the steps that need to be taken by the
company in terms of the corrective measure for improving the employee retention within the
firm.

CHAPTER-2
LITERATURE REVIEW
Theme 1 : Understanding concept of Employee Retention
In view of Ahammad and et.al., (2016), it has been represented that for retaining the
talented work force, an organization has to create positive work environment for the conducive
or an efficient working. A study assessed that the successful enterprises shows a high dignity and
respect to their employees and seeks for making flexible policies for the betterment of an
employees so employee engagement level could be achieved. It has been seen that employee
retention is the practice that employer takes for preventing job switching of their respective
employees. It is the described that the retention refers to an effort through which an employer
makes for some good policies in retaining the talented employees in achieving goals and success
of organization. Talented workforce is having a high worth to an entity because of their expertise
over knowledge, experience and the skills. It has been stated that organization treats it as an
assets and agrees that an effective strategies for employee retention results to the larger time span
in an entity and also encourages them in doing their respective job adequately and appropriately.
Theme 2 : Identifying role and an influence of the leadership style adopted by management
in retaining the talented employees
Anitha, (2016), stated that leaders plays an important role in gaining success of an
enterprise in terms of their quality that has been motivated inducing the subordinates in
performing task in an effective manner. This in turn enables the company in retaining the best
talent for the longer time in the future periods. For instance- subordinates and the leaders are
very much correlated to each other in respect to their engagement level. Positive engagement
with the employees is gained when the leaders supports behaviour of the staff in the task of
delegation and in performing activities. Transforming the leaders with the great vision regarding
their followers creates a history in field of the subordinate retention.
Aguenza and Som, (2018), reflected that perception of the managers in relation to the
retention level of an employees in case he thinks about a followers with considering that this will
be motivating the subordinates in doing the task in a better way. Employee retention explored

that the leadership styles also has the great effect on the retention level as it directly impacts
cognitive state of an employees.
As per the Tanwar and Prasad, (2016), leadership style is been indicated as the way in
which functions of the leadership are been carried out and the way is been chosen by the
managers in behaving towards their employees. There are different theories of the leadership that
had introduced various styles of the leadership. There are mainly two major styles of the
leadership that is task oriented and the relationship oriented style of leadership. The primary
concern of the leaders who are task oriented is to achieve the defined targets of their firm.
Kossivi, Xu and Kalgora, (2016), argued that task-oriented leaders motivates their
employees in achieving its objectives by providing them an exact definition about their
respective roles, setting objectives and the evaluation criteria by specifying an instructions and
the direction with setting up of the time schedules and identifying ways through which goals
need to be achieved. Such leaders apply one-way technique in communicating with the staff
regarding their responsibilities and the duties in fulfilling their own tasks.
Presbitero, Roxas and Chadee, (2016), specified some of the activities like clarifying the
roles and the responsibilities, performance measurement, defining objectives, controlling and
planning for the short run period as of the main behaviour of these leaders. Assigning and
defining the roles with specifying the instructions or directions for the subordinates might be
considered as the motivator for the staff depending on the type of staff to which an individual is
dealing with and might be de-motivation for the others.
On the other side, main concern of the relationship-oriented leaders majorly emphasize
on developing and building an interpersonal relationship. Nica, (2016), argued that besides the
task-oriented leaders, the relationship-oriented leaders opts for a two way technique in
communicating with its staff. This is done for supporting their employees emotionally and
socially by making them feel very comfortable in workplace and in developing their careers.
One of the most critical role of the management is to create such a work environment that
endear an organization towards an employees. It also involves inducing employees decisions in
committing and remaining within the firm even in case when other types of job opportunities
existed outside the company. It has been observed by the Al Mamun and Hasan, (2017), that
leadership role and the supervisor role is critical in retention of the staff and also argues that an
employee leaves an employer and not an organization.