Challenges and Strategies in Employee Retention in Manufacturing Sector

Running head: HUMAN RESOURCE MANAGEMENT
Human Resource Management
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Introduction
The essay helps in the analysis of the different kinds of challenges which are faced by
the different companies in the manufacturing sector to attract and retain the talents in the
workplace. As commented by Tanwar and Prasad (2016), the retention of the employees is
the major challenge which is being faced by the companies as the employees expect monetary
motivation such as increase in the pay and it is not possible for the organizations to offer
them as it is beyond the budget of the company which impacts the morale of employees and
employees do not feel like working in such organizations.
In the present era, as commented by Stone and Deadrick (2015), there is huge
competition in the market for the employees. The businesses everywhere are looking to
expand the business and they are open for the different new positions. In such scenario, it is
one of the most difficult aspects which creates great pressure on the Human Resource
department of the companies to keep the most talented resources and provide the employees
with the best benefits for the benefits of the company in the long run. As commented by
Srimannarayana (2016), the most challenging role faced by the organizations in retaining the
employees who are valuable and talented.
Issues Faced by Employees in Manufacturing Sector
As opined by Noe et al. (2017), the different issues which are faced by the employees
in the manufacturing sector includes the following:
Firstly, the dissatisfaction related to salary is the major concern of the employees in
the organizations in the manufacturing sector as all the employees has high expectations
regarding salary and it is the major reason that the employees quit job. The retention in such
scenario becomes one of the most crucial problems as the employees quotes for the

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exceptionally high salary and it cannot be provided by the organizations to employees. As
each and every organizations have salary budget to be provided to employees and such
salaries can be extended or raised to a certain extent, however it is not beyond the certain
limit as well (Nankervis et al., 2016).
Furthermore, as opined by Msengeti and Obwogi (2015), there are different job
opportunities which are high as there is cut throat competition in the market which can be
able to attract the best talents in the organizations. The different organizations go a long way
for luring the talented employees from the different competitors present in the market. The
availability of the different lucrative offers which will be making it difficult to retain the
different talented employees in the organizations which will be affecting the overall
efficiency of the organization in a negative manner.
Moreover, as opined by Le Blanc, Demerouti and Bakker (2017), there are different
unrealistic demands of the different employees which cannot be managed and met by the
different employers in the organizations and it affects the reputation of the company and
therefore employees quit such jobs. Moreover, as stated by Kundu and Gahlawat (2016), the
different employees demand a good compensation as well as benefits from the job which is
performed by them, and when the similar thing does not happen, it becomes difficult for the
employers or the organization to retain such talents.
In addition, as commented by Kossivi, Xu and Kalgora (2016), each and every
employee working in the organization requires to be motivate for the work which is being
performed by them. However, from different scenarios, it can be identified and analysed that
such treatment is not provided in all the organizations which leads to decrease in morale of
employees and it reflects on the performance of the work of the employees as well. as opined
by Jilani and Juma (2014), the work environment is the other major factor which affects the

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motivation of the employees and it forces them to leave the jobs. In many scenarios, it can be
noticed that the work environment is not safe and healthy and the employees are not treated
well.
Additionally, as stated by Hosain (2016), there are different surveys and researches
have been conducted from which it can be identified that employees do not stay in those
places wherein the work is not meaningful and they do not have opportunities to grow in such
company. The people or the individuals who feel unappreciated sometimes seek
acknowledgement in the other areas of work. The boredom which are faced by the different
employees in the organizations can affect their work-life balance and it creates monotonous
aspect in the lives of the employees. Therefore, from the above, it can be identified that these
are the major challenges which are faced by the employees in the organizations and therefore
it leads to the different retention challenges faced by the organizations and it affects the
overall productivity of the organization in a negative manner as the talented employees are
quitting.
Analysis of Strategies to Attract and Retain the Staffs in Workplace
As commented by the different authors, it can be analysed that the retention is one of
the biggest challenges which are faced by employees and it affects the overall productivity of
the company in a negative manner. However, there can be implementation of different
strategies which can be adopted by the companies in the manufacturing companies as it will
be helpful in improving the morale of the employees as it will be enhancing their motivation
factors and the company will be gaining competitive advantage in the market as well.
First and foremost, the salary and benefits are the most important aspects which
should be implemented by the companies as it will be helpful in enhancing the strategies of
retention. The benefits and salaries should be competitive in nature as it is the first priority of