Employee Motivation in Telecommunication Industry

Running head: ARTICLE ANALYSIS
ARTICLE ANALYSIS
Name of the Student
Name of the University
Author Note

1ARTICLE ANALYSIS
Article 1
Full reference of the article: Haider, M., Rasli, A., Akhtar, C. S., Yusoff, R. B. M., Malik, O.
M., Aamir, A., ... & Tariq, F. (2015). The impact of human resource practices on employee
retention in the telecom sector. International Journal of Economics and Financial Issues, 5(1S),
63-69.
Objective and research question:
The primary objective of the given study can be stated to be to outline the different
reasons how the effective Human resource practices may have the ability to reduce the employee
turnover which takes place in an organization. The employees form the integral part of the
organization and hence, it needs to be the ulterior motive of the firm to look after their needs.
However, very often the firm is not able to do so and more so in the telecommunications sector,
these leads to a high turnover rate. Hence, through this study, the authors aimed to devise certain
effective strategies which would assist in improving the overall employee retention rate in the
telecommunication sector and improve the productivity level of the firm as well.
Method:
The methodology which was adopted in the paper was based on primary data collection method.
A questionnaire was prepared to identify the major employee retention and related practices. A
total of 250 surveys were collected and analyzed in order to gain an understanding of the impact
of Human resource practices on employee retention in the telecommunications sector.
Regression analysis was performed on the data which was collected.

2ARTICLE ANALYSIS
Findings and discussion
From the given article it was found that, the positive Human resource practices in an
organization, tend to link positively to the overall welfare of the firm. The literature was based
on the examination of various models and theories which exist in the realm of the Human
resource management. Based on this review of literature, an analysis of the hypothesis was done
to understand the impact of Human resource practices on the employee retention. The data for
this was collected using the questionnaire method as mentioned earlier. This survey which was
taken from the managers and the employees reflected that the Human resource practices are
closely linked to the employee retention. The survey was based on the three different Human
resource practices named Training and development, compensation policy and the organizational
culture which were a prediction of the employee retention at the organization. The study found
that the training programs enhance the different employee skills which reduce the turnover which
takes place in an organization. Hence, this reflected that, there exists an inverse relationship
between training and the employee turnover in the telecom sector. Moreover, it was also found
that the compensation policy was the strongest predictor of the employee retention and hence,
employee retention is very important for the overall growth of the organization. Moreover, even
organizational culture is strongly related to the employee retention which guides the manner in
which the management must cater to the needs of the employees sufficiently.
Conclusion
Therefore, as the work pressure and demand in the telecom industry can be understood to
be considerably high, it needs to be understood that, attracting and retaining the employees is a
challenge. However, engaging in various practices like us effective training and development

3ARTICLE ANALYSIS
may lead to better results for the telecommunications sector. The study leaves some scope for the
future studies, where they can find variables directly relating to the employee turnover.
How this article will contribute to my Essay 3.
This article will go a long way in assisting my essay to be highly comprehensive in
nature. It will help in covering the aspects like the reason why the employee turnover in an
organization will be considerably higher and also contributes towards understanding of the
reason why employees are challenged in their workplace.