Key Success Factors for Retaining Employees in Fast Fashion Industry in the UK

This report investigates the key success factors for retaining employees in the fast fashion industry in the UK. It discusses the challenges faced by the industry and explores the strategies used by HR departments for employee retention. The study emphasizes the importance of employee retention for the industry and provides insights into the specific challenges faced by companies like Louis Vuitton. The research is based on a literature review and aims to provide valuable insights for both academic and professional purposes.

An investigation into
key success factors for
retaining employees in
fast fashion industry
in the UK

ABSTRACT
In today's situation, preserving employees is considered to be the main challenge in the
business because of the various problems that can minimize the organization's overall position in
the market. Since employees are regarded as an outstanding asset of the organization, they have
the right to learn the numerous skills required within the company, & when they left the relevant
organization, this would also cause the company to lose its abilities as well as skills. Retention is
the main concern related to firms to cover numerous business competencies & managing market
positions. When a firm does not have enough power to preserve employees, this would directly
imply its profitability as well as sustainability. In the relation of the British fashion industry, it is
difficult to retain employees because the industry provides numerous opportunities where
workforce can comfortably change jobs. The main reason for staff turnover is employee
dissatisfaction with the job post and it can also be salary. On the other hand, it could be said that
there are several important reasons why job preservation could be minimized, & it also makes
the company face different consequences. There are many reasons why employees leave the
organization, these reasons are extremely small, but they are very important in the eyes of the
employees. The present report comprises of a discussion upon the key success factors for
preserving employees within fashion industry in the regions of UK. For the successful
completion of this report researcher has considered secondary research which is done form
numerous journals, books as well as article. The report concludes that for a successful business it
is very much essential to retain company’s employees for longer term. The success of a firm is
depended upon the talent and competencies of their employees and experienced staffs are always
essential and beneficial for the firm to attain their success.

Table of Contents
ABSTRACT.....................................................................................................................................2
Table of Contents.............................................................................................................................3
TOPIC:.............................................................................................................................................5
“AN INVESTIGATION INTO KEY SUCCESS FACTORS FOR RETAINING EMPLOYEES
IN FAST FASHION INDUSTRY IN THE UNITED KINGDOM”...............................................5
CHAPTER 1 – INTRODUCTION..................................................................................................5
A statement of the dissertation problem.................................................................................5
A brief overview of the dissertation study.............................................................................6
A discussion about the significance of your study.................................................................6
Research Aim.........................................................................................................................7
Research Objectives...............................................................................................................7
Research Questions................................................................................................................7
Rationale of research..............................................................................................................8
CHAPTER 2 – LITERATURE REVIEW.......................................................................................8
To examine the notion of employee retention in regards to fast fashion industry of the UK.8
To identify different strategies used by HR department of fast fashion industry of the UK for
employee retention...............................................................................................................11
To determine the importance of employee retention for fast fashion industry in the United
Kingdom...............................................................................................................................16
To explore certain challenges faced by Louis Vuitton while applying different employee
retention strategies................................................................................................................19
CHAPTER 3 – RESEARCH METHODOLOGY.........................................................................23
Research Onion....................................................................................................................23
CHAPTER 4 – FINDINGS............................................................................................................29
CHAPTER 5 – CONCLUSION & RECOMMENDATION.........................................................36
Conclusion............................................................................................................................36
Recommendation..................................................................................................................36
REFERENCES..............................................................................................................................40

TOPIC:
“AN INVESTIGATION INTO KEY SUCCESS FACTORS FOR
RETAINING EMPLOYEES IN FAST FASHION INDUSTRY IN THE
UNITED KINGDOM”
CHAPTER 1 – INTRODUCTION
A statement of the dissertation problem
In current scenario retaining employees is regarded as the major challenge within an
organisation due to which various issues are faced and these may minimise overall market
prominence of the organisation. As employees are treated as prominent asset for the organisation
and they are trained with learning of various skills which are needed within business and when
they leave the related organisation this will lead the business to loose their capabilities and skills
as well. Retention is the major issue associated with an organisation so that to cover various
business capabilities and to manage market position as well. When an organisation is not having
ample power to retain their employees this will directly implicate its profitability and
sustainability in direct manner. In the context of fashion industry of UK, this is being observed
that employee retention is very hard to manage as various opportunities are held within this
industry so this is easy for employees to switch the job easily. The major reason of employee
turnover is dissatisfaction among employee regarding their job position or may be salaries. On
the other hand this can be said that there are various significant reasons due to which job
retention can be minimised and the same are leading the business to face various consequences.
There are various significant reasons due to which an employee leaves the organisation and these
are very minor but major in vie point of employees. So every business organisation is required to
work over maximising their employee retention as employee turnover is the major cost for the
business and this is required to be mitigated. In another terms this can be said that major roles are
being exerted by employees within an organisation and this is the major term which is executed
by the company to retain them for longer time. There are significant movements which are
required to be exerted by the organisational premises so that major problems related to
prominence and coverage can be dealt in optimal manner. Employee retention is defined as the
ability of the organisation in which they can deeply deal with the issue of employee turnover and

provide prominent paths to their employees so that they can intensify experience of their journey
within organisation. In fashion industry in UK employee retention is highly required as
employees are frontier for the organisation and overall brand so this is imperative that they
manage their employees in appropriate manner by enhancing their retention ratio. For dealing
with this issue various strategies are required to be tackled in which the organisation can deal
with the issue of employee retention and in this manner problem of employee retention can be
tackled.
A brief overview of the dissertation study
This research is associated with analysing succession factors which are helpful in
retaining employees within fashion industry of UK. In current scenario this is being observed
that in fashion industry trends are changing in frequent manner so employees are required to
adopt that trend and to use such policies in which they can attract higher customers. In the terms
of employee retention fashion industry is struggling in high manner due to which they are
implying several aspects in order to retain their employees and acquire higher edge within
marketplace. This dissertation topic is related with examining such success factors which could
be helpful in retaining employees for such long period. In this context it can be analysed that this
is highly significant for an organisation to retain employees so by providing appropriate rewards
and giving career opportunities to employees this will lead the business to maintain employee
retention which can be helpful in dealing with various complexities and to provide succession
opportunities to business as well. Similarly it can be said that for managing market position
employees are required to be retained for longer duration of time and in this manner market
prominence can be impacted for long period of time. Employee retention is providing positive
impact over organisational success as an atmosphere is created which is leading in developing
culture of corporation and keeping talent within organisation. So this study will provide such
aspects in which various organisational benefits can be attained within fashion industry.
A discussion about the significance of your study
The primal aim of this study is to analyse the concept of employee retention within
fashion industry as this industry is laced with higher trends of changes. This study will lead in
developing such measures by which the business may provide stability to their employees.
Besides this the study will reflect the ways in which an organisation may lead in developing such
dimensions by which appropriate insights. This research is associated with dual perspective such

as professional and personal aspects. In terms of personal perspective this research is able to
enhance various skills of researcher such as critical thinking skills, research skills, problem
solving skills and many more. These skills will be helpful for researcher to develop their
personal career and in this manner professionalism can be provided to them. Besides this the
research is also aligned with satisfying professional objectives as well. As this research is helpful
for researcher to develop understanding in completing future researches in appropriate manner.
From this it can be said that by conducting this research, the researcher will lead in developing
their own understanding in terms of managing their future roles in researches in significant
manner.
Research Aim
“To explore successful strategies and factors used by Fast Fashion industry of the UK for
retention of employees”
Research Objectives
 To examine the notion of employee retention in regards to fast fashion industry of the
UK.
 To identify different strategies used by HR department of fast fashion industry of the UK
for employee retention.
 To determine the importance of employee retention for fast fashion industry in the United
Kingdom.
 To explore certain challenges faced by Louis Vuitton while applying different employee
retention strategies.
Research Questions
 What is employee retention in regards to fast fashion industry of the United Kingdom?
 How many different strategies used by HR department of fast fashion industry of the UK
for employee retention?
 What is the importance of employee retention for fast fashion industry in the UK?
 What are some of the challenges faced by fast fashion industry in the UK while applying
different employee retention strategies?

Rationale of research
This research study is based on the topic “an investigation into key success factors for
retaining employees in fast fashion industry in the United Kingdom” and it aims to explore
successful strategies and factors used by Fast Fashion industry of the UK for retention of
employees. The main cause of performing this study is to acquire detailed understanding of the
topic. This study help investigator in examining the notion associated with employee retention in
regards to fast fashion sector of United Kingdom. Apart from this, it also assists in determining
different strategies which are used by Human Resource department for retention of employees in
the fast fashion retail industry of United Kingdom. Moreover, the study determines the
significance of employee retention for fast fashion industry and as well as also aids in exploring
the challenges which are faced by company when applying different strategies associated with
employee retention. The study is highly effective for improving knowledge not only associated
with the topic, but also the knowledge of areas associated the topic. The studies effective for
academic purpose also as it helps scholars to perform further study on topic as this study act as
base for them.
CHAPTER 2 – LITERATURE REVIEW
Literature review or narrative review is defining as review of scholarly papers, articles in
order to conduct in-depth evaluation of the selected topics. A literature review survey article,
books, scholarly articles as well as other sources associated to the particular issue. It helps in
offering description summary and critical evaluation through which in-depth investigation can be
undertaken. Mentioned below literature review is being conducted.
To examine the notion of employee retention in regards to fast fashion industry of the UK.
As per the view point of Younis and Ahsan, 2021, an employee is an individual an organisation
hires to perform a specific job. They mainly work for salary or wages. It has been identified that
employees are life blood of an organisation and play most important role in accomplishing
organisational goals and objectives. In addition to this, it has been determined that employees are
significant aspect for any company irrespective of their size and scope. They are lifeline of an
organisation and effectively contribute towards profit making and successful running.
Furthermore it has been determined that without concerning personal interest of employers
organisation could not survive. It is essential for an organisation to effectively emphasize upon

means demand and satisfaction level of employees, as it is the crucial element that allows
company to retain their employees for longer period of time. According to the most of the
researches it has been identified that employee leaves an organisation out of constant friction
with their team members or superiors and frustrations. Along with some of the factors like
decrease in motivations, lack of growth, low salary are also some of the factors that make
employees to leave an organisation. In this it is essential for an organisation to emphasize upon
implementing significant strategies, policies and practices in order to build an effective system to
satisfy employees. In addition to this it has been underlined that it is the responsibility of
managers as well as management to undertake the responsibility and effectively make sure that
employees are satisfied with their responsibilities and roles allotted to them. With the help of this
company can not only enhance their motivation level of employees on constant basis but can also
maximize their performance at great extent. With the help of effective contribution of
employee’s organisation can not only enhance their overall productivity but can also assure
competitiveness in an industry that. It is essential for any organisation to effectively emphasize
upon needs and demands of employees and provide them motivation on regular basis in order to
retain them for a longer period of time.
It has been identified that, fast fashion industry of the UK is one of the leading sector in
which cost clothing manufacture is done in United Kingdom and are significantly valued by
customers. Furthermore, it has been underlined that clothes in this industry are made from virgin
resources that make this industry dominant player in market segment (Nedumaran, Rani and
Mehala, 2021). The contribution of this industry is enormous in United Kingdom as it provides
number of job opportunities to individuals. According to the analysis it has been identified that
fast fashion industry in United Kingdom is facing highly competitive job market, insufficient
boarding, lack of learning in development and other challenges which is increasing the issue of
employee turnover. In order to overcome the challenges it is essential for this industry to retain
employees for longer period of time. With the help of retaining talented, experienced and trained
employees organisation can significantly perform their roles and responsibilities comparatively
to other rivals in more effective manner. Due to the increase in competitiveness in this industrial
sector organisation is experiencing lower productivity and decrease in quality of goods and
services. In this it is essential for this industry to effectively understand the concept of employee
retention, as this plays significant role for this industry to quickly take advantage of trends and

maximize their overall productivity at great extent. Employee’s retention will significantly aid
this industry to ensure big profit and keep up with the competitive trends. It is essential for the
organisation performing their roles and responsibility in the industrial sector to determine
actually needs and demands of employees in effective manner.
Thus, it has been identified that employee retention is defined as an ability that allow an
organisation to retain its employees for longer period of time. It has been identified that
employee turnover issue is being increasing in fast fashion industry of the United Kingdom. This
issue is mainly arising due to the factors such as low employee morale, lack of recognition,
absence of career path, ineffective employee manager relationship and more (Ovuakporie and et.
al., 2021). It is essential for this industry to have proper understanding and awareness of the
concept of employee retention and determine the importance of employee retention for
organisation growth and development. This will significantly aid them in retaining employees for
longer period of time. With the help of this organisation can not only accomplish their goals and
objectives in more effective manner but can also enhance their goodwill in market segment. With
the help of retaining employees for a longer period of time organisation in UK fast industry can
significantly reduce employee turnover hassle and can enhance its overall productivity while
maximizing consumer experience. Employee retention will significantly aid company to perform
their roles and responsibility with reduced cost and higher profitability. Employee retention play
important role as it allow organisation to ensure success in market segment while assuring long
term sustainability. Thus according to the above mentioned analysis it has been identified that,
employee retention in context to fast fashion industry of the UK play essential role, as this sector
is facing the challenge of increase in employee turnover, which is affecting its productivity and
profitability at great extent. With the proper understanding of this concept, benefits and
importance of employee retention fast fashion industry of the United Kingdom can a sure high
growth and profitability in market segment. With this they can satisfy customer’s needs and
demands while overcoming the challenges in effective manner. Employee retention play
essential role for fast fashion industry of the United Kingdom as this will not only enhance
industry to grow its competitiveness but will also aid them to significantly contribute in country
economic growth and GDP. Employee retention will also allow fast fashion industry to enhance
employment opportunity for individual in United Kingdom that significantly aids this sector to
contribute in country per capita income of individuals. Thus, according to the analysis it has been

underlined that employee retention in context to fast fashion of United Kingdom which help this
industry to significantly improve and enhance its profitability while assuring high consumer
experience and satisfaction (Mogaji and et. al., 2021). It also helps in assuring high consumer
experience and satisfaction. This will significantly benefit this industrial segment to enhance
overall satisfaction level of employees, government and country on simultaneous basis.
To identify different strategies used by HR department of fast fashion industry of the UK for
employee retention.
As per the view point of Nedumaran, Rani and Mehala, 2021, employee retention is defined as a
technique that aid management to make employee stay with organisation for longer time period.
There are number of practices, strategies and measures that can be undertaken by an organisation
in order to make their employees stick with the organisation. It is essential for companies to
make sincere efforts in order to make sure that growth and learning for employees is being
undertaken. Employee retention effectively plays important role for organisation through which
they can overcome the competitiveness in market segment. There are a number of strategies such
as comfortable timing, lucrative salary, growth prospects and better ambience that facilitate
organisation to make employees stay for longer time period. Employee retention plays valuable
role for company as with the help of this they can significantly accomplish their goals and
objectives in effective manner. Employee retention significantly assist organisation to improve
overall growth and profitability of company in respective industrial sector and significantly
enhance productivity at great extent (Djeumo Sandjong, 2021). In context with fast fashion
industry of United Kingdom it has been identified that it is essential for organisation in this
industry to emphasize upon implementing strategies for employee retention. In this HR
department of fast fashion industry of the United Kingdom play essential role, as they are
responsible and authorise to implement number of strategies to retain employees for long period
of time. It is essential for fast fashion industry of the United Kingdom to ensure that employee
retention strategies are being implemented in organisation as it will significantly reduce turnover
hazel, through which company can perform their roles and responsibilities in more effective
manner. Furthermore, it has been identified that employee retention also make significant
improvement in employees performance through which company can offer more comfortable
and less stressed environment to their workers. It helps in assuring long-term success and allows
company to effectively develop positive workplace culture. It is essential for an organisation to

ensure that high potential employees stay with them for longer duration and effectively
contributes in organisational success, as this will allow company to assure high profitability at
great extent. It has been identified that employees those who spend considerable amount of time
in an organisation at tend be loyal as well as committed towards management and always
performs their roles and responsibilities, while emphasizing up on organisational goals.
Employee retention facilitate organisation to build mature relationship with employees that
significantly enhanced in loyalty and trust towards organisation (Sandjong, 2021). Furthermore,
it has been evaluated that if an individual spend good amount of time with an organisational
workplace structure then they get emotionally bonded and aim towards striving for
organisational success. Thus, it is essential for fast fashion industry of the United Kingdom to
make sure that employee retention strategies and practices are being implemented in an effective
manner as it will allow them to enhance profitability in an effective manner. Mention below
there are some certain form of strategies that can be used by HR department of fast fashion
industry of the United Kingdom to retain employees for long period of time.
Delegate roles and responsibilities according to employee specialization and interests:
It is one of the most important strategies of employee retention in which organisation is required
to allot roles and responsibilities according to employee interest and specialisation. This will help
team leader to enhance productivity and performance of employees at great extent without
putting extra burden on them (Suganya Devi, 2021). In addition to this it is also essential for
organisation to conduct performance review in order to make sure that employee’s are happy
with their task or responsibilities.
Human resource department must ensure that it is hiring the right candidate.
It is one of the most essential strategy of employee retention in which it is essential for
HR department to make sure that hiring of the right candidate is done in right place as mismatch
will lead employees to end up being frustrated that make them to further look for a change. It is
essential for HR department to ensure that right candidate is hired for the right profile. In this it
is essential for HR department of fast fashion industry of the United Kingdom to strengthen
recruitment process of candidate while checking their record in effective manner.
Employee recognition

It is essential for an organisation to provide reward and recognition to employees in order
to appreciate hard work of workers. By acknowledging employees hard work organisation can
maximize performance and motivation level of employees at great extent. In this it is essential
for HR department of fast fashion industry of the United Kingdom to provide monetary as well
as non monetary benefits to employees. In this monetary benefits can be in terms of cash prize,
incentive perks that further enhance company to motivate employee’s at large extent.
Recognition and reward play essential role that make organisation to make employee stick with
any organisation for longer period of time.
Performance appraisals
Performance appraisal or salary hike is an important element that allows employees to stay
motivated and aid organisation to make their employees avoid looking for a change. It is
essential for HR management of to make sure that there is proper salary hike being provided to
employee directly proportional to their hard work that they are putting (Bhati, Maitri and
Gurusamy, 2021). Furthermore, it is essential for HR to avoid partiality as it significantly de-
motivates talented employees and make them look for a better opportunity. Performance
appraisal play essential role through which organisation can retain employees for longer period
of time and can further utilise their talent and experience for high performance as well as
productivity.
The salary of the employees must be discussed at the time of the interview:
It is essential for HR department to develop organisational rules and regulation
emphasising upon benefit of organisation. It is important for company to make sure that
organisational rules are employee friendly and does not put additional burden on them. It is
essential for HR department to effectively understand the needs and demands of employees
along with their benefits, as it significantly help in building that trust and confidence.
The Organisation rules and regulations should be made to benefit the employees
It is an essential strategy in which HR department is required to discuss salary with
employees at a time of the interview. This will significantly aid in avoiding confusion later. HR
department of fast fashion industry of the United Kingdom must be sure that individual is offered
the salary according to their educational qualification, experience and other terms and condition
which is acceptable to them.
Salary and Benefits Must Be Competitive

According to the recent survey conducted by Glassdoor survey people in recruitment,
hiring manager and HR it has been identified that 45% of workers who quit is mostly because of
the salary (Glassdoor Survey Finds More Employees Expected To Quit In Upcoming Year, With
Salary Cited As Top Reason. 2018). Furthermore, it has been identified that this is further being
followed by better benefits, career advancement opportunities and location. Furthermore,
according to the survey analysis on employee retention it has been identified that financial
stability is the primary factor that motivates them to stay in a job. While on the other hand, other
employees emphasise upon insurance and healthcare. It has been identified that benefits play
most important role along with the money. It is essential for HR department of fast fashion
industry of the United Kingdom to compare the salary the salary base with other rivals in
industry within the region. With the proper evaluation of this will significantly aid HR
department to fix the competitive salary packages and other benefits and significantly help
company to retain employees for long time period.
Employee Engagement
According to the analysis of Gallup poll it has been determined; employees are not
engaged in organisational decision making process and other essential aspects (Are Your Star
Employees Slipping Away?. 2017). It leads towards decreasing their level of motivation. It is
essential for an organisation to understand the importance of employee engagement and engage
individuals. This enhances sense of belongingness and makes them feel that they are essential
part of the team and company. Employee engagement significantly enhance performance and
productivity of employees through which the can significantly contribute in accomplishing
organisational goals with more effectiveness.
Learning opportunities
This is also one of the most essential strategy in which HR department is required to offer a
valuable learning opportunity for employees. It has been identified that employees those who are
highly engaged in learning are also more engaged at work. With the help of learning
opportunities employees cannot only enhance professional growth but can also expand their
personal knowledge (Nayak, Jena and Patnaik, 2021). With the help of different training and
development courses HR department of fast fashion industry of the United Kingdom can
increase performance in their current role. It is essential for HR department to provide

mentorship program to employees in order to create a leadership ladder so that employees can
take the opportunity to guide other individual.
Maintain work-life balance
It is essential for an organisation to effectively foster work-life balance by offering flexible
work schedules, time off and telecommuting. It is important for managers and leaders to
encourage employees to take vacation in order to decrease the workload stress. Furthermore, HR
department of fast fashion industry of the United Kingdom can also provide relaxation have such
as games like pool and ping- pong, free refreshment, subsidized meal, standing desk in order to
provide different type of benefits to employees.
Thus according to the above mentioned analysis it has been identified that employee retention is
one of the most important goal of company through which they can keep talented employees and
experienced workers and can significantly reduce turnover. This will allow them to foster a
positive workplace culture. In this it is essential for organisation to promote employee
engagement and effectively show appreciation to employers and offer competitive benefits and
packages as well as healthy work life balance. According to the evaluation of above mentioned
strategies of employee retention, HR department of fast fashion industry of the United Kingdom
is required to make sure that effective and efficient implementation of all the employee retention
strategy is being done in effective manner. It is essential for HR department to determine the
reason that makes employees to leave organisation and further establish a plan of action. With
the help of implementing above-mentioned retention strategy organisation can effectively deal
with the problem of employee turnover. Along with this HR department is also required to gain
as much as support from top level or senior management and offer benefits and advantage to
employees (Parmenter and Barnes, 2021). With the help of implementing the above-mentioned
strategies HR department can enhance performance and productivity of employees at great
extent. This will also aid organisation to ensure more competitiveness in respective industrial
sector. All the above mentioned strategies will significantly assist HR department of fast fashion
industry of the United Kingdom to retain employees for longer period of time and stay
competitive in fashion industry.

To determine the importance of employee retention for fast fashion industry in the United
Kingdom
As per the view point of Sigroha and Mor, 2021, employees are lifeblood for an organisation
thus, it is essential for company to retain employees for longer period of time. For this it is
essential company to provide positive as well as motivated workplace culture to employees in
order to make them stay longer period of time. Employee retention play important role for an
organisation as this will significantly aid company to enhance their return on investment and
overall turnover. It also helps in performing roles and responsibilities with more effectiveness.
Ignoring employee turnover can cost number of disadvantage to organisation and can further
lower internal moral and can harm company external reputation. Employee retention
significantly assists in increasing overall performance of organisation through which company
can also have better productivity (Chepkemoi, 2021). In addition to this is it has been underlined
that employee retention is important for company to improve the quality of work through which
they can further satisfy customers in effective manner. Employee retention significantly aid
organisation to perform their roles and responsibilities in an industrial segment while
maintaining their goodwill. In addition to this it has been evaluated that with having high
retention rate organisation can ensure long-term success and can maintain their brand image in
market. In terms with fast fashion industry in the United Kingdom employee retention play
significant role, as it has been underlined that this industry is facing the issue of high employee
turnover (Parmenter and Barnes, 2021). Thus, with the help of undertaking advantage of various
strategies practices company can significantly retain employees for long time patent.
Furthermore, it has been underlined that employee retention will successfully aid organisation to
add value in company. It helps company to save their unnecessary time and money on grooming
individuals. Employee retention play essential role for fast fashion industry in the United
Kingdom, as this will allow organisation to provide consumer services without any unnecessary
interruptions (Nayak, Jena and Patnaik, 2021). Experienced employees can offer more
productive output to company through which higher productivity can be assured. In addition to
this it has been underlined that employee retention also assist organisation to keep their
employees focused and motivated towards organisational objectives through which long-term
sustainability higher growth and more competitiveness can be significantly assured in market
segment (Ikram and et. al., 2021). The retention of employees is the key role performed by the

HR managers at workplace, therefore, the suitable assessment of employees retention is
imperative for the businesses in reducing the cost, reducing the time of recruitment or find a path
to boost employee’s engagement at workplace. There are assorted significance of employees
retention for a fast fashion industry in UK, some are associated as under:
Reduce Turnover Hassle: Employee turnover mainly termed as the natural component if any
business, but the high turnover can create hassle for the HR manager or for the entire HR team.
The employee who leaves the business takes appropriate chunk of the business time to process,
not to mention the time business to spend searching for their replacement waiting for resumes,
screening applicants, executing interview and more than likely repeating that processes.
Therefore, the reduction of employee’s turnover is the key concern of the business and its
management as the reduction of employee’s turnover create significant benefits for the business
in increasing the overall performance of the business. In the fashion retail business, high
employee turnover is a major issue and businesses are widely concern over reducing the turnover
via increasing the retention of employees at workplace.
Improved Morale: This is also an effective significance of incraesing retention of employees at
workplace, therefore, higher retention of employees at workplace encourage others to be stated
as same place and taking benefits of the services offered by the business to its employees. Thus,
the increasing retention of employees helps in increasing the morale of employees at workplace
and also creating a team of dedicated and confident employees who are putting their significant
efforts in the growth operations of the business. The increasing morale of employees helps in
developing the comfort zone and reducing stress at workplace. This, also create value in
developing better relationship with their co-employees and customers as well to render
satisfaction.
Reduces Acquisition and training time: The retention of employees is the key role performed
by the HR manager of the business and they also knows that high turnover consumes higher time
of the business as it takes time to find suitable employees who are qualified and reliable in
nature. The increasing retention of employees at workplace helps the business in reducing the
cost of the training as it helps in increasing the entire profitability of the business. With reducing
the time of training and acquisition the managers can spend that time in other growth operations
of the business. Employees who are content with their drawn out work circumstance will be
bound to select from among their own organization and set forward up-and-comers, advocate for

the business while drawing in ability, be more energetic and supportive during preparing, and
assist new workers with acclimatizing rapidly into the organization culture.
Increasing organisational working: A rapid turnover of employees come with a slew of the
issues, but the most immediately bad for the workforce is the blow to productivity. Mainly, there
are understaffing challenges like position going unfilled potentially mean delays, more frequent,
probalamic issues and over time. In addition to this, individual within new job to for effective
working connection and create solid communication avenue with their co workers. However, the
social relationship greases the wheels of the collaboration and develops productivity all around
the globe. Time wastage over the outcome of miscommunication can stack up regularly if the
mistake or misunderstanding is wide enough. Increasing retention of employees helps the
business in developing the productivity of the business with the increasing involvement of
experienced and well skilled employees. In the fashion retail business, developing retention of
employees is significant for the business in improvising their working and also rendering
effective experience to the customers with implementing appropriate relationship with
customers. Therefore, experienced employees are more liable in rendering significant facilities to
the customers as per their requirement and help the business to grown within market.
Better customer’s experiences: This defined as another key benefit which is effectively gained
by fashion retail industry to attain more progression and development. The increasing retention
of employees makes the employees and business happier in nature as the happy and skilled
employee’s passes more effective feelings and experience to the customers. They also effective
in rending better services to the customers anticipate issues and for the extra mile to make cure
the business has a good reputation. The aspect of employee engagement pays off, in fact, a
current analysis found that individual who are engaged are more likely to develop customers
relationships, resulting in a 21 percent developing in productivity over the less engaged
employees. Higher experienced and skilled employees at workplace are more likely to resolve
the issue of customers more quickly and confidentially, therefore, this will create value for the
fashion retail business to reducing the extra time, reducing work for others, preventing loss
business from unhappy buyers.
Reducing cost: Employees turnover termed as the most expensive aspect of business and each
individual mainly involved in hiring and training process of business to know who efficiently the
hours can rack up- significantly if the position goes unfilled for a while. Employees, mainly

moving in and out mean potentially relevant cost which is widely connected through the
Severance or the other exit package, recruitment and talent acquisition, a lot spent over resume
evaluation and the interviews, lost productivity, hours spend on training, regular mistakes and so
on. high turnover is mainly destructive due to the reason business mainly end up paying these
cost time and time again, sometime even various times a year. The retention of employee can
drastically reduce the extra cost expenses of the business. The sustainability of employees helps
the business to suitably managing the operations and aiding operations in regular way to generate
more development and growth, however, this also helps the business in reducing the extra cost of
the business.
Although, these all are termed to be the significant benefits that are widely attained by the
fashion retail business in UK via increasing the retention of employees at workplace. Businesses
in the modern era are mainly concern over increasing the profitability of the business and the
retention of employees at workplace create direct significant impact in developing the operations
of the business and increasing the operational ability to gain more development.
https://www.forusall.com/401k-blog/employee-retention-benefits/
To explore certain challenges faced by Louis Vuitton while applying different employee
retention strategies
As per the view point of Sutanto and Kurniawan, (2016), employee retention is the
procedure in which workforce are encouraged to stay with the company for long span of time.
This process is advantageous for the company as well as the workers. When employees feel
dissatisfied with their current job, they search for new job and switch to it. Thus, it is the
important responsibility of employer and the management to retain best talent within the
organisation as if it does not then it would be left with no competent employees. Employee
retention is very much necessary in order to lead the organisation towards growth and success
(Kalenda, Hyna, and Rossi, 2018). However, it is not easy to retain talent for long term in the
company. It requires much effort by the managers and employers to ensure that each individual
in the organisation is satisfied and motivated. One of the biggest challenge that is facing by
business entities today is retention of top talent in the organisation. The annual expense to
company of replacing an individual - involving training, lost performance, separation and
replacement cost is as much as the salary of employee for a year. High turnover rate in the

organisation also erodes morale among those individuals who stay and harm retention of
consumers. It has been found from the study that employees leave their jobs for many reasons
including less salary, unhealthy workplace environment, lack of job security, desire for change in
opportunities, lack of career advancement, problem which supervisor and various other reasons
(Brydges, and Sjöholm, 2019). This makes it very difficult and challenging for the managers to
retain top talent at workplace. In the current competitive business environment, retaining
valuable and talented workforce is the challenge that organizations face today. Management can
control the issue of workers quitting the company within no time to higher extent but cannot put
full stop to it. There are various challenges that Louis Vuitton face while applying different
employee retention strategies. Some of the challenges are provided below:
1. Monetary Dissatisfaction - it is one of the key reason for workforce to look for change.
Each organisation has salary budget for the employee which can be increased to some
degree but not beyond a specific limit. When an individual quotes exceptionally high
figure which goes beyond the budget of company as well as the employee is not willing
to compromise, then retention becomes an issue. Business entity request to take care of
the needs and interests of other workers as well and cannot afford to make them angry. In
order to avoid major disputes among the employees, the salary of people working at
similar level must be similar. A high potential individual is always a point of attention at
each workplace but, one must not take any kind of undue advantage. It is necessary for
the individual to understand limitation of management as well as quote something that
matches budget of company (Arbussa, Bikfalvi, and Marquès, 2017). Apart from this, an
individual must not be adamant of a specific figure, otherwise gets difficult for the
company to retain the individual.
2. Stopping individuals to look for change - in the current competitive business
environment, where no dearth of opportunities is there, it becomes difficult for the
employer to stop people to look for change. Each organisation trues its best to hire
workers from rivals, and therefore administer lucrative opportunities in order to attract
them. Workers become greedy for high salaries and positions and therefore look forward
to altering existing job as well as joining the rivals. No counselling assist in such cases as
well as it becomes difficult for the employers to retain employees in the organisation
(Gattorna, 2016).

3. Unrealistic expectations from job - no solution is there to the unrealistic expectations of
employees which leads them to looking for a change. A person should be mature enough
in order to understand that one cannot get or acquire all the comforts like home at the
workplace. The individuals from diverse backgrounds come collectively in a company as
well as minor misunderstanding might increase but an individual must not make a big
issue out of it. It is important that an employee should not look for transformation
because of small issues and requires time to make their presence feel at company as well
as should try their best in order to stick to it for a good time and must ignore it issues.
The need to understand that there is no sense to make the small issues very big and try to
stay within an organisation for long span of time (Kundu, and Lata, 2017).
4. Tendency of some individuals to get bored - there are some individuals who gets bored
in short period of time. They might find for a new job which is really interesting in
initiation but soon, defined that job monotonous as well as look for a transformation. The
administration of an organisation find it difficult to convince each individual in such
cases. It is needed by the individuals to understand that issues exist in every organisation
and at that time, they need to adjust everywhere. It becomes very difficult for the Human
Resource department of an organisation to find out that what exactly happens in the mind
of individuals. The employees must voice their opinion clearly so that things can make
easy for the management (Tanwar, and Prasad, 2016).
5. Lies speak by individuals during interview - today, people speak lie at the time of
interview in order to get job. The might not be expert in a particular area, but say yes in
order to impress the recruiter as well as get the job. But, later they realized that there has
been mismatch in their skills and the job and therefore, looking for change. The issues
arise whenever a right individual is given into wrong profile. Then, they lose their interest
in the job when they have to do something out of the ordinary. Thus, it is required by the
Human Resource department to be careful when recruiting new individuals in the
organisation. It is very crucial to get reference check done in order to ensure better
reliability as well as avoid the confusions later on (Gilani, and Cunningham, 2017).
6. Lack of mutual trust - it is one of the challenge that managers face while working with
staff members. Each working relation operates on mutual trust balance. Elucidated
balance is one among the major factor in increasing employee turnover. It is very

necessary for the employers to trust work force to do their job to the best possible way. It
is also necessary that employees trust the employer to perform operations under ethical,
stable and fair conditions when administering tools, they required to from their job in an
effective way. If there is lack of mutual trust among employer and employee, then it
becomes difficult and challenging to retain employee in the organisation for long term.
Thus, it is necessary for the manager to embrace transparency in the organisation in order
to improve satisfaction of employees and retain them for long term in the organisation
(Azeez, 2017).
7. Micromanagement - it is also one of the challenge that employer face in retaining
employees. Micromanager is pejorative in business circles. It happens sometimes but the
main challenge is to recognize it. The biggest obstacle in recognizing micromanagement
tendencies is that to overcome the stigma associated to micromanagement. In order to
address this issue, collaborative environment is very important however, it is also
imperative to understand the differentiation between micromanaging and collaboration. A
main indicator is directionality and frequency of collaboration that an individual
participating in. In order to address this challenge, the manager requires to embrace
autonomy in the organisation as it is the easiest way in order to combat with
micromanagement as well as providing workforce the room they required to do for
performing their best work (Narayanan, Rajithakumar, and Menon, 2019).

CHAPTER 3 – RESEARCH METHODOLOGY
These forms out a vital part of every research project or long dissertation that facilitates and
provide all the required information about the set specific procedure and techniques that are used
by an investigator to identify, select, process and effectively analysis the relevant information
about a topic. Under this section, a critical evaluation of various methods of research is provided
in most systematic and authentic way to maintain the overall validity and reliability of work for
better accomplishment and achievement of set objectives. To ensure a more systematic and
effective presentation of applied research methodology for current investigation use of research
onion model has been made a detailed and critical analysis of which is provided as below:
Research Onion
The research onion is a vital model and research tool which was developed by Saunders et
al in 2007 which describe in a systematic way about the various stages through which a
researcher must pass to ensure creation and improved development of an effective methodology.
Thus, implication and use of research onion model facilitates and ensures a clearer and
systematic presentation of applied research method and philosophes which are used for effective
conduction of a project to ensure timely and efficiently meeting of set objectives. A discussion
about the various layers of research onion model which are presenting a critical evaluation for
selection of applied research method for current investigation are provided below:
Research philosophy- It forms out to be the first layer of research onion model which
basically presents and comprises of a system of that reflects about the thought and belief of the
researcher which is systematically following new and more reliable set of knowledge and
improved understanding about the research specific object that need to be obtained through an
investigation. Thus, in general terms the research philosophy is something which involves the
choice of research strategy, formulation of the problem, data collection, processing, and analysis.
The main paradigm of scientific research philosophy consists of ontology and epistemology
methodology, and methods out of which implication and use of epistemology. A critical analysis
can be made in support of selection of epistemology philosophy that Epistemology is the theory
of knowledge and concerned with the relation of selected topic to reality. Further, use of
epistemology theory is also suitable and justifiable for current investigation for effective
answering of set research questions and objectives which requires considering the relationship

between knowledge, truth, belief, reason, evidence and reliability. Apart from this, it has been
analysed that research philosophy are further divided into four main types which consists of
Positivist research philosophy, pragmatism philosophy, realistic philosophy and interpretivisim
philosophy. From these philosophy, the use of positivist philosophy is mainly related with social
world and comprises of scientific measures which dissociates from personal values and work in
an independent manner. On the other hand, the interpretivisim philosophy is the one in which the
researcher states and performs an investigation on the basis of principles that are interpreted in a
subjective manner and based on experience of people in social world. With respect to current
investigation, use of interpretivisim philosophy has been made by the researcher as it supports a
subjective interpretation and better intervention un reality to develop deep and full understanding
about the set objectives and selected phenomena.
Research approach- This forms out to be the second layer of research onion model that
facilitates information about the entire steps and plan that is followed by a researcher while
undertaking an investigation. Thus, research approach section of research methodology
comprises of the broad steps and assumptions which from out the detailed procedure and method
for better collection, analysis and interpretation of data. This section of research onion model is
broadly classified into two categories which consists of deductive and inductive approach. Out if
these two main forms of research approach the use of deductive approach is mainly made in
accordance with positivistic philosophy which supports objective nature of investigation. On
contrary, implication of inductive approach is applied by investigator in support of
interpretivisim philosophy that is focused on leading out an investigation in a subjective manner.
Therefore, with respect to the nature of current investigation, application and use of inductive
approach is more suitable and justifiable to facilitates support for interpretivisim philosophy.
Apart from this, use of inductive approach is also justifiable and appropriate for current study as
it lead to theoretical way of investigation which ensures better testing and analysis of in-depth
information for improved understanding level and better accomplishment of set objectives.
Research strategy- It is boarder aspect of a research methodology that facilitates
information about the overall research plan and action set applied by a researcher to effectively
guide with the effective research planning and its execution along with facilitating improved
monitoring of the study. Thus, research strategy is important for a researcher as it tells how the
data should be collected and analysed in a most efficient manner for better accomplishment of

set objectives. The various forms and types of research strategy comprises of use of interview,
quantitative surrey, action oriented research, systematic literature review, case study,
experiments and many more other way of data collection and analysis. In accordance with
current investigation, implication and use of systematic literature review has been made for
effective data collection and analysis. Use of a systematic literature review (SLR) as research
strategy supports effective identification and selection of appropriate and relevant data along
with critically appraises research in order to answer a clearly formulated research questions and
objectives. Further, use of Systematic literature review as research strategy is appropriate for
current investigation as it lead to a type of review that uses repeatable analytical methods to
collect secondary data and ensure its effective analysis for better review and higher
understanding about set research objective and selected topic.
Choices of method- Basically there are two main types of research method which are used
by a researcher to carry out and conduct an investigation which consists of qualitative and
quantitative form of research method. It has been seen that use of quantitative method of research
is made by a researcher in support of objective nature of investigation that lead to efficient
collection of data in numeric forms and also supports statistical form of data presentation. On the
other hand, use of qualitative research method is made to have a detailed and in-depth form of
investigation. Therefore, with respect to current investigation which is based on the topic of key
success factors for retaining employees in fast fashion industry in the UK use of qualitative form
of research method is more suitable to have better insight and in-depth knowledge about this
topic. Apart from this, use of qualitative research method is also appropriate for current
investigation as o tenures better analysis of human behaviour to effectively analysis the concept
of employee’s retention within the fashion industry of UK.
Data collection and analysis- There are two main sources form where data is collected by
a researcher which consists of primary and secondary source of data. Collection of primary data
is a complicated process and requires much more time. Thus, use of only secondary source of
data has been made for accomplishment and timely completion of current investigation. A
critical evaluation of the possible areas from where secondary data could be collected for current
research project is provided and facilitates as below:
 Academic Journals- The main benefit and advantage associated with use of online
academic journals comprises of the fact that it provides the review of the data that is up-

to date and relevant to current fast fashion industry status. A critical evaluation can be
made as main inclusion criteria for use of Academic journals which comprises of the fact
that journals are often more selective as well as specialised in having relevant coverage of
required information thus, making them essential for having more effective and better
evaluations of secondary data. A critical analysis about the use of journal article related
with its drawback comprises of the fact that many of times journals which are published
over 20 years ago are need to exclude for current investigation as they would provide an
obsolete and out dated information and definitions or theories established much prior to
current project.
 Books- It has been observed that use of books are suitable and vital for current project as
they provide enriched and suitable information about the established theories and helps in
reviewing more relevant information which are developed by multiple authors to create
and leads out a strong foundation. An implication can be made out that use of Books
which are made within in current project must need to be relevant to the fast fashion
industry in order to avoid generalising of the information along with losing focus and
emphasis from current topic.
 Trend Reports- It also forms out a vital part of secondary form of analysis as it facilitates
an improved information about the current statistical information from through the
support of independent surveys/research lead out by some other researcher. Use of trend
reports are significant and vital for current investigation as key success factors for
retaining employees in fast fashion industry in the UK is vital as they provide detailed
employees and organisational research along with relevant market information.
 Peer-reviewed Articles- Implication of peer review articles is also suitable and vital for
current investigation as it lead to improved insights into newer trends along with leading
information from various areas of the current fashion sector. Thus, implication and use of
peer reviewed articles would support and helps in making improved level of judgements
on viability of the topic. A critical analysis can be made out that use of Peer reviewed
articles need to focus and emphasis more on systematic selection as it may lead to poor
credibility or theory behind claims. Thus, use of peer reviewed articles require much
more awareness and improved skills to effectively acknowledge the potential biases in
sampling and ongoing critical reflection of methods ensures that a sufficient depth can be

made into data collection and analysis to effectively met the set objective in more
efficient and viral manner.
 Authors Profile- It is important and vital for maintaining the viability and reliability of an
investigation to provide all required and needed information about the author profile as if
an author is unbiased that it would effectively making educated on topic and supported
claims. To maintain the authenticity of reviewed secondary information it is essential to
provide all the related citations and previous literature when making arguments that is
efficiently made while conducting current investigation. Proper care has been taken while
conducting current project to ensure proper authors profile to maintain the viability and
authenticity of reviewed facts which ensure higher effectives of information provided in
current dissertation.
 References and Citations- With respect to current investigation implication and use of
secondary form data is made thus, use of correctly structured references and citations in
has been made at the end of text. It is important and essentially required to properly in-
text and cite secondary information with proper reference sources to depict true
information about the actual author along with this References are also used to gain
further insight into relative areas along with enhancing reliability of reviewed facts. Apart
from this, all the care has been taken in current investigation to ensure that statements
without references have been duly avoided and eliminated to maintain the higher
reliability and authenticity of current investigation. It is imperative and required that the
authors of research papers give fitting credit to the actual writer of the sources that been
quoted in used in current investigation in order to maintain their manuscripts which
ensures higher validity and reliability of reviewed secondary sources.
Data Analysis: This is the most important aspect of research methodology as it mainly defined as
the procedure of cleaning, transforming and modelling information to discover the appropriate
data for the effective organisational decision. The key intention of information evaluation is to
extract appropriate data through the information and taking the suitable decision encompasses
over the information evaluation. In the context to this present study based on the aspect of
exploring the successful strategies and factors used by Fast Fashion industry of the UK for
retention of employees, thematic analysis has been implementing by the researcher as the the
entire evaluation of the study is based on qualitative analysis and thematic analysis approach is

best suitable for qualitative study. Here themes are designed over the objectives of the study as
these are significant in effectively analysing the information accumulated in theoretical aspects.
However, the analysis of the study will aid value in analysing the significance of employee’s
retention in increasing the overall performance of the business.

CHAPTER 4 – FINDINGS
This is the most important chapter of the research as it provides suitable assistance to the
researcher to execute the entire study in right manner to reaching at significant results. The
suitable section in an investigation paper is where researcher report the findings of the study
encompasses over the data accumulated as an outcome of the methodologies that are applied in
the research. The section of results simply states the findings, without making any kind of bias or
interpretation and arranged in a logical sequences. In the case of this present investigation work,
based on the aspect of explore successful strategies and factors used by Fast Fashion industry of
the UK for retention of employees, findings has been generated with the support of executing
analysis over already accumulated information in the section of literary review. However, here
entire evaluation is based on secondary study as here only secondary research is being executing
to gather relevant and significant information. Here, the implementation of thematic analysis has
been done as here themes are designed over the objectives and provides detailed analysis to
generate significant results. This section is imperative in providing detailed theoretical
framework which helps in effective analysing the information to generate significant results.
However, here mainly analysis is likely to be based on the information accumulated via the
secondary sources.
Theme 1: The notion of employee retention in regards to fast fashion industry of the UK.
According to the detailed analysis of the study it has been discussed that, employee
retention mainly defined as the ability of a business to retain its employees for longer operations
of the business. However, the retention of employees is termed to be the most significant aspect
which is imperative in providing suitable assistance to the business to increasing the operational
ability of the business. In another words, employee retention also defined as the practice, policies
and the overall strategy which is designed to retain its significant employees thus, to reducing the
entire business turnover. An employee is an individual an association recruits to play out a
particular work. They principally work for pay or wages. It has been recognized that workers are
life blood of an association and assume most significant part in achieving authoritative objectives
and targets. Also, it has been resolved that workers are critical perspective for any organization
regardless of their size and degree. They are life saver of an association and adequately
contribute towards benefit making and effective running. Besides it has been resolved that
without concerning individual interest of bosses association couldn't endure. It is fundamental for

an association to viably stress upon implies request and fulfilment level of employees, as it is the
critical component that permits organization to hold their workers for longer timeframe. As per
the majority of the investigation it has been distinguished that representative avoids an
association with regard to steady grating with their colleagues or bosses and dissatisfactions.
Alongside a portion of the components like lessening in inspirations, absence of development,
low compensation are additionally a portion of the variables that make workers to leave an
association. It has been distinguished that, quick style industry of the UK is one of the main area
in which cost garments make is done in United Kingdom and are altogether esteemed by clients.
Moreover, it has been underlined that cloths in this industry are produced using virgin assets that
make this industry predominant part in market fragment. The commitment of this industry is
tremendous in United Kingdom as it gives number of open positions to people. As per the
examination it has been distinguished that quick design industry in United Kingdom is
confronting profoundly aggressive occupation market, deficient boarding, and absence of
learning being developed and different difficulties which is expanding the issue of representative
turnover. To defeat the difficulties it is fundamental for this industry to hold workers for longer
timeframe. With the assistance of holding skilled, experienced and prepared representatives
association can fundamentally play out their jobs and duties nearly too different opponents in
more viable way, Because of the increment in intensity in this modern area association is
encountering lower usefulness and abatement in nature of labour and products.
Consequently as indicated by the previously mentioned examination it has been
distinguished that, worker maintenance in setting to fast fashion industry of the UK assume
fundamental part, as this area is confronting the test of expansion in representative turnover,
which is influencing its usefulness and benefit at incredible degree. With the appropriate
comprehension of this idea, advantages and significance of worker maintenance fast fashion
industry of the United Kingdom can a definite high development and benefit in market section.
With this they can fulfil client's necessities and requests while conquering the difficulties in
successful way. Worker maintenance assume fundamental part for fashion industry of the
United Kingdom as this won't just improve industry to develop its intensity however will
likewise help them to altogether contribute in country financial development and GDP. Worker
maintenance will likewise permit quick style industry to improve business opportunity for
individual in United Kingdom that altogether helps this area to contribute in country per capita

pay of people. Hence, as per the investigation it has been underlined that representative
maintenance in setting to leading fashion industry of United Kingdom which assist this industry
with fundamentally improving and upgrade its benefit while guaranteeing high shopper
experience and fulfilment. It likewise helps in guaranteeing high buyer experience and
fulfilment. This will fundamentally profit this mechanical fragment to upgrade by and large
fulfilment level of workers, government and country on synchronous premise. However, the
study has initiated that, in UK fashion retailer has contributes in the economic development of
the country, therefore, the major development of fashion retail industry is encompasses over the
engagement of employees at workplace and the retention of skilled and experienced employees
at work place. Thus the increasing retention of employees at workplace create significant
benefits for the business in terms of increasing productivity, revenue, profitability, effective
market reach and so on. The retention of employees is the key role performed by the HR
manager of the business as in the modern business era due to high competition in the market; the
management of the business is widely concern over increasing the retention of employees at
workplace via providing them significant benefits in monetary and non-monetary manner.
However, higher satisfaction of employees helps the business in retaining employees for longer
operations of the business.
Theme 2: Different strategies used by HR department of fast fashion industry of the UK for
employee retention.
From the detailed analysis executing over the views of authors and writers in the section of
literature review, it has been discussed that, employees retention is characterized as a procedure
that guide the board to make employees stay with association for longer time span. There are
number of practices, systems and measures that can be attempted by an association to make their
representatives stay with the association. It is fundamental for organizations to put forth earnest
attempts to ensure that development and learning for workers is being embraced. Representative
maintenance successfully assumes significant part for association through which they can defeat
the intensity in market portion. There are various techniques like open to timing, rewarding
compensation, development prospects and better feel that work with association to make
representatives stay for longer time span. Worker maintenance assumes important part for
organization similarly as with the assistance of this they can altogether achieve their objectives

and targets in viable way. Worker maintenance essentially helps association to improve generally
speaking development and benefit of organization in separate modern area and altogether
upgrade efficiency at extraordinary degree. In setting with quick design industry of United
Kingdom it has been distinguished that it is fundamental for association in this industry to stress
after executing systems for representative maintenance. In this HR division of quick style
industry of the United Kingdom assume fundamental part, as they are dependable and approve to
execute number of procedures to hold representatives for extensive stretch of time. It is
fundamental for quick design industry of the United Kingdom to guarantee that worker
maintenance procedures are being carried out in association as it will essentially decrease
turnover hazel, through which organization can play out their jobs and obligations in more
compelling way. Besides, it has been recognized that representative maintenance additionally
make critical improvement in representatives execution through which organization can offer
more agreeable and less focused on climate to their labourers. It helps in guaranteeing long haul
achievement and permits organization to successfully foster positive work environment culture.
It is fundamental for an association to guarantee that high potential workers stay with them for
longer length and adequately contributes in authoritative achievement, as this will permit
organization to guarantee high productivity at incredible degree. It has been recognized that
representatives the individuals who invest significant measure of energy in an association at tend
be faithful just as submitted towards the executives and consistently plays out their jobs and
obligations, while stressing up on authoritative objectives. Representative maintenance work
with association to fabricate develops relationship with representatives that fundamentally
upgraded in reliability and trust towards association. Moreover, it has been assessed that if an
individual invest great measure of energy with an authoritative work environment structure then
they get genuinely fortified and point towards taking a stab at hierarchical achievement.
Accordingly, it is fundamental for quick design industry of the United Kingdom to ensure that
worker maintenance methodologies and practices are being carried out in a viable way as it will
permit them to upgrade productivity in a successful way. Mentioned beneath there are some sure
type of techniques that can be utilized by HR department of leading fashion industry of the
United Kingdom to hold workers for long stretch of time. The strategies mainly involves,
Delegate roles and responsibilities according to employee specialization and interests, Human
resource department must ensure that it is hiring the right candidate, Employee recognition,

Performance appraisals, The salary of the employees must be discussed at the time of the
interview, The Organisation rules and regulations should be made to benefit the employees,
Salary and Benefits Must Be Competitive, Employee Engagement, Learning opportunities,
Maintain work-life balance and so on that are effectively be implement by the fashion industry of
UK in increasing the retention of employees at workplace. As per the in-depth analysis of the
study, it has also been discussed that, in the context to business in every field, employee
retention is the key aspect for the success of the business; therefore, businesses and the
management are widely concern over retaining the employees at workplace to increasing the
professional ability of the business. In addition to this, businesses in fashion retail needs to
analyse the strategy of its rivals for the intention to increasing the profitability via implementing
more effective and advance approach to attract and retain employees at workplace. The business
needs to apprise their employees on their innovative ideas and plans that are leading the
businesses towards reaching at the higher competitive edge. The study has stated that, these are
the most significant strategy that is widely being implementing by fast fashion retail business to
gain more development and progression.
Theme 3 -To determine the importance of employee retention for fast fashion industry in the
United Kingdom
As per the descriptive analysis of literature review provided above and the analysis of
viewpoints of authors, it has been found that employee retention is a highly important concept
for fast fashion retail industry. Employees are the main asset of organisation and keep them
happy and satisfied is very important. Employee retention play a significant role in improving
return on investment of the company as well as its overall turnover. Apart from this it also assists
in performing roles and responsibilities in an effective manner (Kalenda, Hyna, and Rossi,
2018). It has been found that fast fashion industry in the United Kingdom is facing issue
associated with high employee turnover. Thus, different employee retention strategies will help
in retaining the employees effectively in the organisation for long term. It assists in saving
unnecessary time and cost of the organisation in grooming employees and plays a significant role
in enabling employees to administer high quality services to the customers without any
interruptions (Gilani, and Cunningham, 2017).
Human resource manager in the organisation play a significant role in retaining
employees in the company. They develop and implement effective strategies that will help in

improving the retention of employees in the firm and also help in improving its productivity.
Employee retention is also significant for the fast fashion industry in United Kingdom as
provides several advantages to the organisation in terms of reducing employee turnover,
improving morale of employees, keeping the employees satisfied, reducing cost, experiences of
customer, improving organisational working and reducing acquisition and training time
(Brydges, and Sjöholm, 2019). With the help of employee retention, the cost that company incur
in hiring new employees along with their training and development is saved. It also improves the
productivity of organisation as if experienced employees are working in the organisation, then
they are able to perform their roles and responsibilities in more effective way which will in turn
help in improving the performance of organisation as well as also provide company with
competitive edge over the rivals in the market (Azeez, 2017).
Apart from this, it has also been found from the review that experience employees enable
organisation to provide customers with high quality services which will help in improving the
reputation of company in the minds of customers and also assist in developing a satisfied
customer base for the organisation which leads it towards growth and success. Apart from this,
the another significance for organisation of employee retention is reduce turnover hassle. It has
been found that in the business organisation, turnover is the natural element which creates hassle
for the human resource manager of the company (Arbussa, Bikfalvi, and Marquès, 2017). The
individual who leaves the organisation takes much of business time in executing the interview,
screening the applicant, providing training to the selected candidates etc. Thus, one of the main
concern of business is to reduce the turnover of employees as it provides significant benefits to
company in terms of improving its overall performance.
Theme 4 - To explore certain challenges faced by Louis Vuitton while applying different
employee retention strategies
As per the review and analysis of literature, it has been found that there are various
challenges which the company face while application of employee retention strategies. In the
current business scenario, organisations are facing challenges in retaining employees in the
company for long term. One of the challenge which company face in retaining talent is
monetary dissatisfaction among the employees. The employees quote exceptionally high figure
that goes beyond to the organisation's budget which is not possible for the organisation to
provide (Gattorna, 2016). The employees are not willing to compromise, and thus, creates an

issue of employee retention. In the workplace, the employees with high potential always in
demand, which provides an advantage to them to quote high figures (Narayanan, Rajithakumar,
and Menon, 2019).
Apart from this, unrealistic expectations of the employees from job is also a challenge that
organisation face in retaining talent. There a realistic experiences leads them towards looking for
new job. Moreover, the tendency of people to get bored creates a challenge in front of managers
associated with employee retention. When employees not found their interest in the existing job
because of not getting appropriate salary, not have adequate skills to perform the job etc., they
look for change which creates challenge for human resource manager (Kundu, and Lata, 2017).
Lack of mutual trust is the another challenge which organisation face while implementing
employee retention strategies. As if there is lack of trust between the employer and employee,
then it creates misunderstanding among them which leads them towards dissatisfaction and they
started to looking for change. This makes it difficult for the manager to retain employees for
longer time in company.
All these are the challenges that are faced by managers at the time of implementing retention
strategies as well as retaining employees in the organisation for longer span of time. In addition
to this some other challenges with the organisation face includes lie speak by people during
interview and micro management in the organisation. In order to overcome these challenges,
very much essential for the manager of Louis Vuitton to execute appropriate strategies in the
organisation so that retention of employees can be ensured for longer term (Tanwar, and Prasad,
2016).

CHAPTER 5 – CONCLUSION & RECOMMENDATION
Conclusion
From the above report it is been concluded that employee retention denotes to numerous
policies & practices that allow employees to stay in the organization for a longer time frame.
Every firm spends time & money to train new members, turn them into company-ready
materials, as well as put them on par with current employees. Once employees have received
comprehensive training, when they leave the job, the organization is completely forgotten.
Firm’s retention considers numerous measures considered to ensure that individuals stay in the
firm for the longest time. Research shows that highest employees leave the firm because of
constant frustration & friction with their boss or other team mates. In certain cases, low pay, lack
of growth prospects, as well as motivation will force employees to seek change. Management
must do everything possible to preserve employees who are truly essential to the system & are
considered effective participants. Line managers and management have a responsibility to ensure
that staffs are satisfied with their roles & responsibilities, as well as this job brings them new
challenges along with learning each day. Employee retention is related to the technology adopted
by management to assist staff stay longer with the firm. Employee preservation strategies are
very helpful in encouraging employees, allowing them to stay in the firm for the longest period
of time & make effective contributions. A sincere effort should be made for employees to grow
and learn in their present tasks & allow them to appreciate their work. In the current situation,
employee preservation has become one of the main concerns of companies. People who have
received training tend to move to other companies to gain better prospects. A good salary, a
comfortable schedule, a better environment and growth prospects are few of the factors that
motivate employees to seek modification. Whenever a talented employee shares a willingness to
move on, it is the duty of management as well as the HR team to intervene immediately & find
out the correct reason that led to the decision. Human resources professionals select some people
from the huge talent pool performs preliminary interviews, & finally transfer them to their
respective line managers, who will ask questions to determine whether they are suitable for the
company. Recruiting suitable candidates is a time-consuming process. A fresh employee is
completely rude, & the management really has to work hard to coach his overall encouragement.
When a person suddenly leaves the organization, it is a waste of time & money. The human

resources department must restart the hiring process for the same position; simply repeat the
work. Finding the right employees for the organization is a tough job, & when employees leave,
all efforts go to waste. Management must identify the distinction between valuable employees &
employees who do not contribute high to the company.
A sincere effort should be developed to encourage staff and keep them happy in the present
organization, rather than seeking change. For an organization, attracting, hiring & retaining the
right resources is very important. Most companies are extremely effective at attracting as well as
hiring fresh talent, but they fail to preserve the same talent. There are numerous reasons why
employees leave the business. Understanding why is very important to the organization as it
could assist the organization develops work attractive as well as encourage staff members to stay
with the company. The primary need is to analyse the essential factors that affect retention, like
salary expectations, workforce engagement, work environment, & boss / manager. Once these
metrics are determined, these measures must be planned as well as executed to increase retention
rates. The human resources department must furnish line managers with the proper tools to
preserve skilled employees. The retention policy must be formulated as a flexible plan, which
could be modified according to the prevailing circumstances. It is the manager who could
encourage employees, but the human resources department must furnish managers with the tools
as well as channels necessary to effectively influence employees. Recognizing employees can
express gratitude & would foster a positive, productive, as well as innovative company’s
atmosphere. Employees thank their subordinated, senior managers, along with colleagues for
their sincere, sincere, and concrete appreciation. This makes them feel good, & when they sense
appreciated; their participation will lead to better outcomes for the business. Employees who feel
encouraged will eventually experience higher self-esteem, & as a result, their ability to
participate to the company will increase. Then you will experience a happier as well as more
efficient employee.
Retaining employees is the main concern of numerous employers. A successfully
organized management team must be aware of the significance of retaining the highly productive
employees. The high turnover rate leads to the loss of valuable workers, and their replacement
costs are high. It is essential to note that huge turnover of employees rates are often detrimental
to the performance of the organization or the productivity of other allegedly loyal staff members.
In addition, rotation affects the productivity of the remaining employees because they might be

forced to act multiple tasks or assigned tasks that do not match their coaching’s. Employees
leaving the organization may be affected by various factors; although, while few are avoidable,
other forces might be too powerful for the company to regulate. Employers must determine these
factors develop strategies to prevent them from occurring. The exit is mainly due to lack of job
pleasure or financial situation. Absence of job satisfaction is primarily due to unmet dreams, the
nature of the job, the corporate environment in the organization, & individual demographics. On
the other hand, market situations affect turnover by providing good job options and better wages.
To limit the damage of the high turnover rate, companies must use certain strategies to increase
job satisfaction, thus increasing the retention rate. First, employers should analyse their
compensation plans, workplace bonding’s, career & development expectations, & workplace
support to promote preservation of high-performing employees. Employers should provide a
competitive salary package based on employees’ skills & experience along with working hours.
In addition, employers could permit high-performing employees to develop their activity
schedules or comfortable working duration. In addition, employers should reimburse employees
for overtime work. In addition, staffs want huge independence as well as autonomy in
performing their duties. In addition, employers could preserve employees by furnishing training
and professional development options. The culture of the workplace affects employee
productivity as well as turnover. Management needs to instil the environment of support in the
workplace because it can increase employment satisfaction and thereby reduce staff turnover. In
addition, labour connection affects the quality of the workplace. Therefore, employers must
develop strategies to enhance internal unity. In addition, a good workplace must have materials
& equipment, and employees have received training on how to utilise successfully the materials
provided.
Recommendation
As per the analysis executed over the aspect of exploring the successful strategies and
factors used by Fast Fashion industry of the UK for retention of employees, it has been analysed
that, employees retention mainly termed as the key aspect which is effectively be considered by
the businesses for the purpose of attaining long term benefits. Therefore, Louis Vuitton Malletier
is widely known as Louis Vuitton or through its initials LV, thus, it is a leading French fashion
house and the luxury goods company. The primary motive of Louis Vuitton is to retaining highly
skilled and talent employees at workplace for the intention of attaining higher growth and

success. From the evaluation of the study, it has been suggested to Louis Vuitton to developing
incentive and reward scheme at workplace, where individual will get effective incentive and
reward on their performance, thus, this will create benefit for the business in attracting and
retaining more employees at workplace and increasing the operational ability of the business.
Developing the hiring process in business would also be analysed as the effective suggestion for
Louis Vuitton in increasing the sustainability of the employees at workplace. Therefore, business
needs to implement effective processes that are liable in effectively analysing the ability of
individual in relation to the vacant position. In addition to this, the business needs to add some
knowledge test and taking regular interaction section with the applicants to selecting the most
suitable one for the business. Therefore, this would also create value for the business in
developing the retention of employees at workplace. As a leading fashion hub and this must be
an effective approach to enhancing hiring process and also developing the reaching of business
to attract more skilled employees to enhancing the overall operational ability of the business.
Apart from this, a way to retain employees in the organisation for long term is to provide
training and development opportunities to employees. It is very necessary for Louis Vuitton to
provide appropriate training and development opportunities to the employees so that their
motivation level can improved and they get more satisfied from their job. If employees get
regular training and development, then it will help in improving their skills and competencies
and also help them to grow professionally as well as personally. This will help in attaining
growth in their future career which in turn satisfy them and creates a sense of belongingness
among them. This encourage employees to stay for long term in the organisation and accomplish
their personal and professional goals in a more effective and efficient way. Apart from this,
training and development also supports in improving the performance of employees at their
workplace and enable them to perform well towards accomplishment of organisational. This in
turn will improve the productivity of Louis Vuitton and enable the fashion retailer to grow and
attain competitive advantage in market over its rivals. Thus, the management of company must
emphasize on developing effective training and development programs and provide them to
employees in consistent way so that they get opportunity to update their skill sets and accomplish
success. They also get motivated to stay for long term which improve their retention in the
organisation. In addition to this, another recommendation for company is to ensure open
communication within the organisation. Open door policies, undivided attention and open

workspaces are the concept that organisations are trying to execute. It is very much necessary for
Louis Vuitton to understand that having good communication lines is very important component
in the success of collaboration in organisation and to nurture a creative work force. Thus, it is
recommended to the manager of company to make sure that open communication takes place in
the organisation so that each employee can interact with one another and transfer information
effectively. This will help in reducing the misunderstanding and developing a healthy and
effective workplace environment where all the employees can work productively. Apart from
this, open communication will also help in improving the collaboration between the teams and
enable them to work collectively towards accomplishment of organisational goals. This will not
only help in improving productivity and performance of organisation in the market and gaining
competitive advantage over rivals, also help manager of Louis Vuitton to retain employees for
long term in the company.
As per the above discussion, it has also been found that the employer experience challenge
in retaining employees because of monetary dissatisfaction among the employees. If
exceptionally high figure is quoted by the employee, then it is a challenge for company to go out
of their budget and provide employee with the salary they want. Thus, in order to overcome this
issue, it is recommended to the manager of Louis Vuitton to employees by ensuring that all the
employees working at similar level please get almost similar pay for their work. Apart from this,
it is important that besides providing salary to employees, the employer emphasize on providing
employees with other perks and benefits so that do not get high pay, they get satisfied with the
extra perks provided to them. Therefore, the manager should emphasize on providing the
employees of Louis Vuitton with extra perks and benefits in order to motivate them and satisfy
them. This will help in encouraging them to perform well and fulfil their job responsibilities in
an effective way. This will also assist in ensure their retention in the organisation for longer term.
Moreover, it has been found from the discussion that micromanagement and lack of mutual trust
are the challenges which organisation face while retaining employees in the workplace. In order
to overcome these challenges, it is also recommended to company that it should embrace
transparency and autonomy in the workplace. Transparency will help in improving the trust of
employees on the employer which in turn help in developing a healthy environment where
employees can happily work with each other and will stay satisfied with the job they are
performing. Apart from this, embracing autonomy within the organisation will help in addressing

the issue of micromanagement in the company. It provides employees with the room they need
so as to perform best. Thus, embracing autonomy and transparency is very important and should
be considered by the manager off Louis Vuitton in order to ensure long-term retention of its
employees in the organisation.
In addition to this, it is recommended to the manager of Louis Vuitton to ensure that the
roles and responsibilities of the employees are clearly defined as clearly defined responsibilities
will make the employees able to perform them in more effective manner. Delegating
responsibilities to the employees as per their skills and competencies will also help in make them
able to perform their work effectively. This also increase interest of the employees in their job
role as work happily if the work assigned to them is according to their skills and competencies.
Thus, the manager must emphasize on defining roles and responsibilities of each member in the
organisation in an appropriate and clear manner. Clearly defined responsibilities will help
employees to perform their duties productively and also stay them motivated in the organisation
which in turn ensure their retention in the company for long term. Moreover, the management of
Louis Vuitton must also emphasize on developing a genuine culture of recognition in the
organisation in order to improve them. Providing employees with recognition for the job they
have done will improve their satisfaction level and also motivate them. This will create a sense
of satisfaction and belongingness among the employees as well as encourage them to put their
cent percent efforts in accomplishing the common goals of company. If employees get motivated
and stay satisfied in the organisation, then their chances to stay in the company will also increase
which makes the organisation able to retain its employees for long term in the company.

REFERENCES
Books and Journals
Ikram, A and et. al., 2021. Internal Corporate Responsibility as a Legitimacy Strategy for
Branding and Employee Retention: A Perspective of Higher Education
Institutions. Journal of Open Innovation: Technology, Market, and Complexity, 7(1),
p.52.
Nayak, S., Jena, D. and Patnaik, S., 2021. Mediation framework connecting knowledge contract,
psychological contract, employee retention, and employee satisfaction: An empirical
study. International Journal of Engineering Business Management, 13,
p.18479790211004007.
Sigroha, A. and Mor, J., 2021. EMPLOYEE RETENTION STRATEGIES–IN IT SECTOR
DELHI (NCR). Anju Sigroha and Jyoti Mor, Employee Retention Strategies–In It Sector
Delhi (NCR), International Journal of Management, 11(12), p.2020.
Chepkemoi, J., 2021. Employee retention strategies, career development practices and
organizational citizenship behaviour in environmental agencies within north rift region,
Kenya (Doctoral dissertation, Moi University).
Parmenter, J. and Barnes, R., 2021. Factors supporting indigenous employee retention in the
Australian mining industry: A case study of the Pilbara region. The Extractive Industries
and Society, 8(1), pp.423-433.
Nedumaran, G., Rani, C. and Mehala, D., 2021. FACTORS IMPACT ON EFFECTIVE
STRATEGIC PLANNING IN IT/ITES FOR WOMEN EMPLOYEE
RETENTION. PalArch's Journal of Archaeology of Egypt/Egyptology, 18(1), pp.4620-
4628.
Djeumo Sandjong, F.L., 2021. Training Strategies for Increasing Employee Job Satisfaction and
Retention in the Hospitality Industry.
Sandjong, F.L.D., 2021. Training Strategies for Increasing Employee Job Satisfaction and
Retention in the Hospitality Industry (Doctoral dissertation, Walden University).
Suganya Devi, L., 2021. Mediating Role of Employee Retention on the Relationship between
Employee Engagement and Employee Performance: An Empirical
Study. INTERNATIONAL JOURNAL OF CURRENT ENGINEERING AND SCIENTIFIC
RESEARCH (IJCESR).
Bhati, P., Maitri, S.K. and Gurusamy, M., 2021. A Study on Employee Retention Techniques Of
Company. European Journal of Molecular & Clinical Medicine, 7(11), pp.4159-4170.
Ovuakporie and et. al., 2021. Differential moderating effects of strategic and operational
reconfiguration on the relationship between open innovation practices and innovation
performance. Research Policy, 50(1), p.104146.
Mogaji, E and et. al., 2021. Recruit, retain and report: UK universities’ strategic communication
with stakeholders on Twitter. In Strategic corporate communication in the digital age.
Emerald Publishing Limited.
Nayak, S., Jena, D. and Patnaik, S., 2021. Mediation framework connecting knowledge contract,
psychological contract, employee retention, and employee satisfaction: An empirical
study. International Journal of Engineering Business Management, 13,
p.18479790211004007.

Parmenter, J. and Barnes, R., 2021. Factors supporting indigenous employee retention in the
Australian mining industry: A case study of the Pilbara region. The Extractive Industries
and Society, 8(1), pp.423-433.
Younis, S. and Ahsan, A., 2021. Know Your Stars Before They Fall Apart: A Social Network
Analysis of Telecom Industry to Foster Employee Retention Using Data Mining
Technique. IEEE Access, 9, pp.16467-16487.
Nedumaran, G., Rani, C. and Mehala, D., 2021. FACTORS IMPACT ON EFFECTIVE
STRATEGIC PLANNING IN IT/ITES FOR WOMEN EMPLOYEE
RETENTION. PalArch's Journal of Archaeology of Egypt/Egyptology, 18(1), pp.4620-
4628.
Saputra, I.K.R.D. and Riana, I.G., 2021. The Relationships of Work Environment,
Compensation, And Organizational Commitments on Employee Retention. Journal of
Multidisciplinary Academic, 5(1), pp.20-25.
Todeschini, B.V., Cortimiglia, M.N., Callegaro-de-Menezes, D. and Ghezzi, A., 2017.
Innovative and sustainable business models in the fashion industry: Entrepreneurial
drivers, opportunities, and challenges. Business Horizons, 60(6), pp.759-770.
Brooks, A., 2019. Clothing poverty: The hidden world of fast fashion and second-hand clothes.
Zed Books Ltd..
Chan, A.T., Ngai, E.W. and Moon, K.K., 2017. The effects of strategic and manufacturing
flexibilities and supply chain agility on firm performance in the fashion
industry. European Journal of Operational Research, 259(2), pp.486-499.
See-To, E.W. and Ngai, E.W., 2018. Customer reviews for demand distribution and sales
nowcasting: a big data approach. Annals of Operations Research, 270(1), pp.415-431.
Acharya, A., Singh, S.K., Pereira, V. and Singh, P., 2018. Big data, knowledge co-creation and
decision making in fashion industry. International Journal of Information
Management, 42, pp.90-101.
Hair, J.F., Page, M. and Brunsveld, N., 2019. Essentials of business research methods.
Routledge.
Kalenda, M., Hyna, P. and Rossi, B., 2018. Scaling agile in large organizations: Practices,
challenges, and success factors. Journal of Software: Evolution and Process, 30(10),
p.e1954.
Stål, H.I. and Corvellec, H., 2018. A decoupling perspective on circular business model
implementation: Illustrations from Swedish apparel. Journal of Cleaner Production, 171,
pp.630-643.
Cohen, E., 2017. CSR for HR: A necessary partnership for advancing responsible business
practices. Routledge.
Brydges, T. and Sjöholm, J., 2019. Becoming a personal style blogger: Changing configurations
and spatialities of aesthetic labour in the fashion industry. International journal of
cultural studies, 22(1), pp.119-139.
Arbussa, A., Bikfalvi, A. and Marquès, P., 2017. Strategic agility-driven business model
renewal: the case of an SME. Management Decision.
Gattorna, J., 2016. Dynamic supply chain alignment: a new business model for peak
performance in enterprise supply chains across all geographies. CRC Press.
Aguenza, B.B. and Som, A.P.M., 2018. Motivational factors of employee retention and
engagement in organizations. International Journal of Advances in Agriculture Sciences.

MICHAEL, B., PRINCE, A.F. and CHACKO, A., 2016. IMPACT OF COMPENSATION
PACKAGE ON EMPLOYEE RETENTION. CLEAR International Journal of Research
in Commerce & Management, 7(10).
Kundu, S.C. and Lata, K., 2017. Effects of supportive work environment on employee
retention. International Journal of Organizational Analysis.
Tanwar, K. and Prasad, A., 2016. Exploring the relationship between employer branding and
employee retention. Global Business Review, 17(3_suppl), pp.186S-206S.
Gilani, H. and Cunningham, L., 2017. Employer branding and its influence on employee
retention: A literature review. The Marketing Review, 17(2), pp.239-256.
Sutanto, E.M. and Kurniawan, M., 2016. The impact of recruitment, employee retention and
labor relations to employee performance on batik industry in Solo City,
Indonesia. International Journal of Business and Society, 17(2), pp.375-390.
Azeez, S.A., 2017. Human resource management practices and employee retention: A review of
literature. Journal of Economics, Management and Trade, pp.1-10.
Narayanan, A., Rajithakumar, S. and Menon, M., 2019. Talent management and employee
retention: An integrative research framework. Human Resource Development
Review, 18(2), pp.228-247.
Online
Are Your Star Employees Slipping Away?. 2017. [Online]. Available through
https://www.gallup.com/workplace/236351/star-employees-slipping-away.aspx
Glassdoor Survey Finds More Employees Expected To Quit In Upcoming Year, With Salary
Cited As Top Reason. 2018. [Online]. Available
throughhttps://www.prnewswire.com/news-releases/glassdoor-survey-finds-more-
employees-expected-to-quit-in-upcoming-year-with-salary-cited-as-top-reason-
300580749.html