A Dissertation on Contemporary HRM Practices for Employee Retention

This dissertation investigates contemporary Human Resource Management (HRM) practices and their impact on enhancing employee retention and engagement. The study aims to understand HRM practices, assess their effectiveness in retaining employees, and analyze talent management (TM) strategies to optimize staff performance. It addresses key research questions regarding the meaning of HR practice, HR strategies for employee retention, and TM practices for employee performance. The research rationale emphasizes the importance of HRM practices in achieving organizational goals, while the significance highlights the potential for organizations to improve workplace systems and business productivity. The study employs a comprehensive literature review and research methodology, including data analysis and discussion of findings, to provide recommendations for improving HRM practices and business functionality. It concludes by summarizing key factors and offering insights for enhancing employee retention and overall organizational success. Desklib provides access to this dissertation and other study resources for students.

2. DISSERTATION -
BUSINESS
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TABLE OF CONTENTS
CHAPTER 1: INTRODUCTION....................................................................................................4
1.1 Background............................................................................................................................4
1.2 Research Aim:........................................................................................................................4
1.3Research objectives:...............................................................................................................4
1.4 Research questions:................................................................................................................4
1.5 Research rationale:.................................................................................................................5
1.6 Research significance:...........................................................................................................5
1.7 Thesis structure:.....................................................................................................................5
CHAPTER 2: LITERATURE REVIEW.........................................................................................6
Theme 1: Understanding the concept of HRM practice..............................................................7
Theme 2: HR strategies for employee retention..........................................................................8
Theme 3: TM strategies for employee performance....................................................................9
Literature gap.............................................................................................................................11
CHAPTER 3: RESEARCH METHODOLOGY...........................................................................11
Research type:............................................................................................................................11
Research Design:.......................................................................................................................12
Research philosophy:.................................................................................................................12
Research approach:....................................................................................................................13
Data collection:..........................................................................................................................13
Data analysis:.............................................................................................................................13
Ethical consideration:................................................................................................................14
Reliability and validity:.............................................................................................................14
Research limitation:...................................................................................................................14
CHAPTER 4: DATA ANALYSIS................................................................................................15
Understanding the different HRM practices and their impact...................................................15
Benefits of contemporary HRM for business performance.......................................................16
To develop the understanding about the employee retention concept.......................................17
Understanding the HR practices in terms of employee retention..............................................18
Construct knowledge about talent management and its importance for worker performance. .19
CHAPTER 5: FINDING AND DISCUSSION.............................................................................21

CHAPTER 6: RECOMMENDATION AND CONCLUSION.....................................................23
Recommendations......................................................................................................................23
CONCLUSION..........................................................................................................................24
REFERENCES..............................................................................................................................26
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CHAPTER 1: INTRODUCTION
In this introduction chapter it covers all the key points which helps in completing the study.
It covers the aim, objective, research question, its significance and rationale that are required for
thesis. It covers the human resources practices which plays an important role for the
organisation, and how it delivers productivity at work place.
1.1 Background
Human resource are the broad concept who are significant assert for any business. They are
the set of the people who have required knowledge and skills in order to manage the
organisational resources (Singh And et.al., 2021) . HR team are responsible for hiring and
training development for the new applicant. They recruit the candidate who compliment their
workplace environment. It is the responsibility of the HR team to provide better and efficient on
boarding experience to candidate in order to increase the productivity of work place (Di Pietro,
Monaghan and O'Hagan‐Luff, 2022). There are many HR practices which impacts the business,
thus it is the main duty of the HR team to provide safe and secure environment to employees
which ensures their retention with the firm. They also need to analyse the need of the work place
system to arrange the training development activities for the employees, it enables the workers to
enhance their knowledge and skills which also enables them to increase their belongings with
organisational resources.
1.2 Research Aim:
To investigate the contemporary Human resource practices for enhancing employee
retention and engagement.
1.3Research objectives:
 To develop the understanding about HRM practice.
 To assess the HR practices for better employee retention for the organization.
 To analyse the talent management HRM strategies to optimize staff performance.
1.4 Research questions:
1. What is HR practice means?
2. What are the HR strategies for employee retention?
3. What is TM practice for employee performance?

1.5 Research rationale:
Reason for conducting study on this topic to bring concern about how human resource
practices helps the firms in moving forward towards their desired goals and objectives. As
human resource practices are most important topic which shapes the business. With this study
business sector or other industry will be able to understand the importance of this topic. As many
firms investing their financial and other resources to develop a potential Human resource team
for their better business response (Ababneh, 2021). This study will help them to hire the
potential candidate for such job post which enables them to maintain healthy and supportive
work place environment. Thus with this study businesses organisation can proceed to implement
such practices to complement their businesses with good revenues.
1.6 Research significance:
Human resource topic is important for the organisation, as with this study they will be able
to add values at their work place system. By reviewing the study firm can easily implement such
required practices, so that their employees feel motivated towards their work, also it leads them
to develop the chances for business (Rubel, Kee and Rimi, 2021). As for the business industry
this study is beneficial as HR management enables them to track the productivity for examining
the competitiveness against the other rivalry industry. Thus following study is also beneficial for
the fellow scholars and other researchers who are dealing with such study topic, by reviewing
this study they will be able to fill the gap in their research study. Therefore, study is important
for organisation as well as for industries and for other peers to understand the importance of
human resource practices.
1.7 Thesis structure:
Structure helps in increasing the understand towards the research topic, as it describes the
arrangement of all the study factors which are completed in the study (Muisyo and et.al., 2021).
Therefore project structure for human resource practices for better employee retention for the
businesses are as follows:
Chapter 1 introduction:
It is the initial chapter which lay out the aim and objective and research rationale and
significance of the study. It clearly defines the topic of the research study so that required
information can be easily derived and can be used optimally.
Chapter 2 literature review:
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It is the second chapter which involves the review of articles of the other author. It
explains the theme which is based on the research objectives, and involves the arguments of the
authors. Themes are made on understanding the concept of the human resource practices,
suitable human resource strategies for employee retention.
Chapter 3 Research methodology:
Third chapter is research methodology which describes the approaches in which the study
is conducted as this study describe the various methodologies such as research type, philosophy,
approaches, data collection and other methods to complete the study.
Chapter 4 Data analysis:
Data analysis chapter describe the processing of the data which also involves the chart
and graphs and interpretation of the data so that individual can easily understand the study topic.
Chapter 5 Discussion and findings:
This chapter will discuss the project themes and evaluate the data, It also involves the key
findings which can increase the productivity of the study. With this discussion data viewer can
easily proceed to make changes, as organisations can easily adapt the Human resource practices
for improving their work place system and to improve their business productivity.
Chapter 6 Conclusion and recommendations:
It is the last chapter which summarised all the factors which have been discussed
throughout the project. It concluded all the study aspect in concise manner, so that reader can
easily understand what things are included in the study. Lastly it describes the recommendations
which can be made in order to increase the productivity, and involve some key points regarding
HR practice and its importance to business functionality.
CHAPTER 2: LITERATURE REVIEW
Literature review refer as the part of the academic writing which illustrate the knowledge
and comprehension about the specific topic. It also involves the critical evaluation of the things;
thus it is termed as the literature review (Alruwaili, 2018). LR can be written as thesis,
dissertation and as the research paper, which helps in deriving the work that are related to the
existing knowledge. It helps in study as to develop the great clarity and concentration in the
research problem also improvise the research methodology, it also enhances the knowledge in
research area and examine or contextualise the complete searching. Therefore, this chapter

discuss the literature review which describe and evaluate the human resource practice for the
employee retention for the company.
Theme 1: Understanding the concept of HRM practice
According to the author Bibi, Ahmad and Majid, (2018) Human resource management
refer as the strategic approach that is used for managing the people of organisation, it benefits the
business to develop the competitive advantage. HRM is the key asset of the company to manage
all resources, they provide the better on boarding experience and safe environment to the
employees, they manage all the activities. HRM practices are broad concept which covers the
hiring and screening of the employees, performance evaluation, employee engagement and their
relation, employee retention and training and development. All are the practices manage by the
HR team to ensure the health work place environment which enables the business to develop
their revenues. Author also said that HRM team work as to analyse the requirement at work
place and then creates the job description to post on organisational website and on other social
media tool. It done for grabbing the attention of the talented candidates, thus HR Review the CV
of the candidate and on the basis of this they invite the candidates for the interview rounds.
However, author Al Kurdi and et.al (2021) said that Every organisation has their own HR
policies regarding recruitment they clearly mention on their website that only certain people can
apply who have master’s degree and have at least 3 years work experience, as they set the
specific criteria for job apply. It is the loss for the applicants who have better abilities and
different approach to complete the work but having only bachelor’s degree or somewhat 1 year
or 0-year experience. Thus it comes under the biasness. Author also said that at the time of
interview some HR recruiter only judge the candidate on the basis of their personality and their
way of communicating instead of looking into their CV, thus it is good aspect but it can be
undergo wrong for the people who have good remarks as per the academic basis but not are
efficient in presentable manner.
Author Naeem and et.al (2019) said that Human resource management team are
responsible for developing the favourable working situations for the employees as they create the
environment which involves all the resources that are efficient to satisfy the basic requirements
of the employees and time motivates the workers to work productively and stay encourages
towards their job role. Thus organisation focus on creating the leisure area at work place and
allows their employee to take short breaks during break and go at leisure area to communicate
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with their teams. Author also said that HR team also ensures the better compensation and
advantage which are provide to the employees. Thus Organisation conducts the market research
in order to know the market pay rates and then offers the job role so that they can easily pay out
the employee which is suitable for their budget. HRM team measures the performance of the
employee and make the list of the best performers to give them reward and other compensation
so it will make the positive work place environment. In contradict with the above statement
author Veth and et.al (2019) said that HR team in some organisation often conduct the
compensation and other rewarding system for once in a year or in two-year gap, thus it frustrates
the employees and they think to move out from the corporate. It is also found that they only give
compensation to the team leaders not to whole team who shows their full efforts, thus it gives the
negative impact and also drives the behavioural changes in employees which is not good for the
business productivity. Thus author also said that at the time of the workload some organisation
put the pressure on employee, in such it is the responsibility of the HR team to organise the
relaxation program for the employees for their mental and physical wellbeing.
Theme 2: HR strategies for employee retention
As per the view of Di Pietro, Monaghan and O'Hagan‐Luff, (2022) for any organisation
their main aim is to become productive which is only done with the productive and hard-core
workforce, HR team of the company aim to provide the better work place conditions and safer
work place environment which motivates the employees towards their work. Human resource
team analyse the need of the work place and implement the better strategies that ensures the
employee retention. It is important to know the reason why employees are leaving. In most of the
cases it is found that organisation who do not consider the efforts of the employees and not
provide them appreciation or compensation will impact the employee behaviour, in such they
think of to move out from the company. However author Okwakpam, (2019) also said that not
only organisational policies but also if the employee do not feel that the workplace environment
is not healthy and they have no job security, in such situation they also look for the other options.
Businesses look for the cause of higher turnover of the employee and take preventive measure to
avoid such situation.
Author Wassem and et.al (2019) said that HR strategies for the employee retentions are
mentoring programs, employee compensation, rewarding system, regular feedbacks for the

performance which the HR team implement for retaining the employees at work place. It is
found that compensation benefit and other training and development plays an important role in
order to improvise the worker performance as well as it satisfy their needs which makes them
encouraged towards their work and they are able to complete their work with good focus and
efficiency. Motivation is the other criteria which foster the positive work place environment, thus
organisation considers the motivation driver as to provide the job security to the workers and
timely appraisal to their better performance which motivates them towards the business goals
and objectives. Rewarding system is also beneficial in regard with the business as HR team
monitor the employee performance and give them rewards and make their efforts countable.
However, author Khalid and Nawab, (2018) has stated that not only monetary benefit can ensure
the employee retention, employee mental wellbeing is also a important factor. In most of the
cases it is found that during workloads workers seem frustrated and it also impacts their work.
Therefore, in such HR team provides the better exercises to relieve the stress and make the
employee to feel relax and allow them to take the breaks just to relax their mind, thus it will
increase their productivity in work.
Author Sharma and Gursoy, (2018) said that regular feedback on the performance also
important to increase the work place productivity. HR team measure the employee performance
and converse with them to ask about their long term and short term goals and to ask them about
the workplace so that they improvise the work system. This HR strategy is efficient in order to
satisfy the employee and make them realise that they are worth for the organisation. On the
contrary with the above stamen author Oluwatayo and Adetoro, (2020) stated that providing
training and development opportunities are also efficient in order to employee retention, it is the
most demanding strategy at work place to enhance the knowledge of the employee and to sharp
their skills according to the work environment. Upskilling in today’s world is important as
market is developing and growing demand of the technology is anticipating the business activity.
HR strategy for training and developing plays an important for the organisation to provide the
learning of technical skills which helps in dealing with the different technologies to increase the
business productivity.
Theme 3: TM strategies for employee performance
Author Abdul Latif, Saraih and Harada, (2019) has said that talent management is the broad
concept which is gaining attention of the businesses. It is the broad concept which involves the
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human resource process across the life cycle of the staff. It consists of the employee engagement
with the organisational resources and providing learning and development opportunities, hiring
and retention. It is the demand of the business to implement the talent management strategy to
develop best infrastructure at work place. With the TM organisation are able to lay out the better
recruitment process as to utilise the software will help the recruiter in analyse, track and manage
the candidate and gives the simple or best way to view where they are in the recruitment
pipeline. Software allows the recruiters to source and measure the applicant’s data who have fill
out the job description at different channel which is provided by the organisation. Author also
said that having a good employee engagement will assure the maximum growth of the company
in such it is found that work place culture is highly optimised and goal oriented. In such it
motivates the employees to work in efficient manner and to feel satisfied.
Author Shafique and Zia-ur-Rehman, (2021) analysed that TM Strategy are very
beneficial in order to minimising the employee turnover, as the organisation have the high
turnover rate then it means that they have poor culture and management. It also leaves the clues
about the various weakness around the talent management process, in such the efforts made by
the organisation to improve the TM process makes them to streamline their services. For the
employee perception TM strategy helps in providing the better on boarding experience to the
new candidates. Organisation who concern with the better on boarding experience they come
forward and to interact their new candidate with all other employees. However author Alruwaili,
(2018) also said that TM process makes the organisation to provide the career advancement
opportunities to the employees as to plan for upskilling and to increase their knowledge in other
working field as well. With the help of TM firms can easily measure or monitor the goals and
match the workers with the good and right opportunities, so that they will grow in their career
and it will reflect in their productive work. Author also said that TM process enables to provide
the better employee experience as to bring all the workers at one place and make them feel
valued and appreciated at work place. It is important to provide the better experience to the
employee to motivates them to engage with company’s resources and to interact with their team
members for better laying out of any complex work. It promotes the employee performance and
with the trainings and development program it helps the employees to develop the knowledge
and sense of responsibility in them so that they will feel motivated towards their work. TM also
helps in employee retention as with this the work culture will completely change and it offers

more relaxation and secure environment which ensures the employee progress and their
productivity. Author also stated that with the TM organisation are also able to attract the fresh
talents and to provide the best candidate who compliments the work place environment and to
increase the business productivity.
Literature gap
This study focus on the human resource practices for the employee development and for
their better retention within the organisation. This study is conduct to fill the gap found in the
previous study. As existing study is only done on the HRM practices topic as how it helps in
retaining employee, but this study concentrates on how Talent management strategies can also be
applied for the better retention of employee for businesses.
CHAPTER 3: RESEARCH METHODOLOGY
Research methodology refer as the specific procedures to find, select and analyse the data
about the study topic. It gives the outline how research can be lay out and also offers the research
legitimacy (Willmott, 2020). Provide the better and detailed approach to keep the analyst on
track to manage the study efficiently.
Research type:
Research refer as systematic approach for studying the various materials and sources for
drawing new conclusions. Research type can be of two type which are qualitative and
quantitative approach. Qualitative approach where the data is collected and analysed for the non-
numeric data. It can be utilised to collect the data which gives in depth insights to the problem so
that new ideas can be generated. Quantitative approach where the data is collected in numerical
form through different sources (Gear, Eppel and Koziol-Mclain, 2018). It is utilised to identify
the patterns and to develop predictions. But this approach has difficulties regarding the statistical
analysis, if the researcher does not have knowledge about statistics then it creates problems for
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analysing the data. Therefore, this research project is based on qualitative study due to its
flexibility and other benefits. With this analysist can easily Organise the research study and also
be able to manage the better quality in study, other than this qualitative is cost efficient and
provide in depth understanding.
Research Design:
Research design an efficient framework for the researching and other techniques that are
implemented by the researcher. Design is itself decided by the researcher to implement the
techniques and methods which completely suits the study. It can be done in two ways which are
exploratory and descriptive. In which exploratory design is conducted for addressing the research
problems when there is no past information is available which can give lead to researcher for
finding solution for problem. On the other hand, Descriptive research refers to develop the data
to systematically explain the phenomenon and situation, it helps in answering the “what, when”
question but it does not give the answer for “why”. It also does not utilise for creating the effect
and cause relationship. Thus for completing this project exploratory study is more suitable, as it
is cost beneficial and actively adapt the changes (Arantes do Amaral and Lino dos Santos,
2018). With this researcher can easily lay out the research foundation which can be efficient in
leading to further research study.
Research philosophy:
It is the belief about the approach in which data is collected from the sources and utilised
or analyse for drawing conclusion. It deals with the nature and creation of the knowledge. It is
further divided in two terms which are interpritivism and positivism. Interpritivism generally
based on the standards which states that research analyst perform a special task to observe the
social world. In such research study is mainly revolve around the researcher’s interest. Whereas
positivism refer as Adhering to the factual data which is obtained from the observation which
also involves the trustworthy. In such study researcher is limited to their role regarding collecting
the data and to interpret it in objective manner, but it does not offer the proper understanding of
the rationale behind data collection and also not provides the depth data. Therefore, researcher
has selected the Interpritivim approach to carry out this project, as it is near to truth., moreover
result will involve the trustworthy and fact full data.