Risk Management: Employee Retention

Running head: RISK MANAGEMENT: EMPLOYEE RETENTION
RISK MANAGEMENT: EMPLOYEE RETENTION
Name of the Student
Name of the University
Author Note

1RISK MANAGEMENT: EMPLOYEE RETENTION
Introduction
The study focuses on the essential analysis of the subject of organizational risk
management. The various prevalent issues that tend to affect the businesses of organizations are
addressed through the work. The specific problem area that has been focused in the study is the
issues of employee attrition. In the recent years various organizations have been critically
affected by employees leaving their jobs. This has significantly contributed towards lower
productivity and revenue across the various organizations that have been affected. Hence, there
is a significant need to identify the literatures considering the risk of attrition. Many gaps in the
literatures have also been identified that need to be essentially considered for future researches.
The evaluation of the issues are much important.
Issue identification
The recent literatures concerning the subject of employee retention have mostly focused
on the aspects of remuneration, reward management, employee engagement and organizational
culture. However, there has been lower number of literatures concerning the subject that have
addressed issues related to long working hours and overtime that affects the psychological and
physical aspects of the employees (Clemmer, 2017). Moreover, the exact effect of the factors
other than the organizational issues that affect the employees’ choice for leaving an organization
have not been addressed properly. Thus, there is a significant gap in the literatures that exists as a
result. It can be assumed that the organizational nature of the problem of attrition often leads to
the authors to provide clear organizational perspectives in writing about the problem. The
organization and the role of the employees in the organization are thus provided much greater
importance than the wide number of other psychological issues that can affect the employees.
Rising number of employee resignations are greatly affecting the various organizations. This is

2RISK MANAGEMENT: EMPLOYEE RETENTION
not only being caused by better opportunity provided by the competitors or any other widely
known but also due to the failure of companies to understand the specific job requirements of the
employees (Frye et al., 2018). This often contributes to the growth of the problem due to the lack
of significant literatures.
Impact
As mentioned above the issue in relation to longer working hours for employees and
overtime pressure have not been widely researched in the field of employee retentions. The
employee’s need to have a significantly satisfactory work-life balance has been a principle cause
for many employees leaving their organizations. The problem becomes more important as
organizations have not been very effective in addressing the problems at a wider corporate level.
This means that that the issue has not only become prominent at an organizational levels in the
past years but also affected the corporate sector in general (Clemmer, 2017). Hence, employees
have kept on leaving the organizations for similar reasons and their general corporate lives and
careers have been affected greatly as a result. Ineffective and abusive supervisory have been
blamed for higher levels of work life conflict in many of the previous literatures. This has led to
the growth of low levels of satisfaction among the corporate workforce of today. At the
individual level this is affecting the productivity of employees other than the demotivating them
towards having long lasting relationships with the organizations (Loganathan & Ashwini, 2017)).
Low work life balance is not only affecting the mental satisfaction of the employees but at the
same time it is affecting the quality of production, organizational integrity and industry
performance at a greater level.