Effect of Human Resource Practices on Employee Retention

Effect of Human Resource Practices on Employee Retention
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Contents
INTRODUCTION......................................................................................................................3
1.1 Background of the Study..................................................................................................3
1.2 Aims of the Study.............................................................................................................4
1.3 Objectives of the Study....................................................................................................4
1.4 Research Questions..........................................................................................................4
LITERATURE REVIEW...........................................................................................................5
2.1 Theoretical Literature.......................................................................................................5
2.2 Critical Literature.............................................................................................................6
2.3 Conceptual Framework....................................................................................................6
2.3.1 HR practices...............................................................................................................6
2.3.2 Affective commitment...............................................................................................6
2.3.3 Employee retention....................................................................................................7
METHODOLOGY.....................................................................................................................8
3.1 Philosophical Approach/ Paradigm..................................................................................8
3.3 Data collection..................................................................................................................9
3.5 Challenges and Limitations............................................................................................10
3.6 Ethical matters................................................................................................................10
RESEARCH TIMETABLE.....................................................................................................12
Bibliography.............................................................................................................................13
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INTRODUCTION
1.1 Background of the Study
The business world has experienced massive growth and tremendous revolutionary changes
during the last 2-3 decades. Some of these changes include privatisation, globalisation, and
progression. Baruch (2004) asserts that these changes impact the lives of workers, work itself,
and the society at large, prompting organisations to significant degrees of adaptable, limitless
and innovative exercises. The approaches to conducting business shift from the conventional
specialist culture to the modern computerised data management. Consequently, the workforce
needs to be trained in higher refined and more sophisticated methods of business resulting in
the diminishing of administrative hierarchical faithfulness.
Highly skilled employees tend to work on projects that enhance their skills and knowledge,
and in the end, boost their career and future earnings. Therefore, the employees tend to leave
their current employer at the slightest notice of a greener pasture elsewhere. The challenge
for many employers is the difficulty in retaining talented employees amid a competitive
environment with a shortage of experienced candidates (Chiang & Hsieh, 2012; Al-Emadi,
Schwabenland, & Wei, 2015). Typically, businesses that stand out from other organisations
can identify the trends in skilled culture and adapt accordingly (Hamid & Al-Damoe, 2012).
It is the work of the human resource (HR) manager to ensure that employees make a
committed and valid stand to remain faithful to the organisation to generate best results
characterised by expanded deals, increased efficiency, gainfulness and improved
representative maintenance (Hamid et al., 2012). As such, this paper proposes to carry out a
research study to determine the effect of human resource practices on employee retention.
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