Critical Analysis of Employee Retention Strategies: HRM Assessment

This essay provides a critical analysis of employee retention, drawing upon two peer-reviewed journal articles. It identifies key points, arguments, and assertions made by the authors regarding talent management and retention strategies. The analysis covers the impact of talent management on employee retention, the challenges faced by organizations in retaining managers, and the importance of effective retention processes. The essay also evaluates the research methodologies employed in the articles, including surveys, interviews, and literature reviews. It highlights the significance of employee retention for organizational performance and discusses the role of high-level managers in developing and implementing effective retention strategies. The essay concludes by emphasizing the need for organizations to prioritize employee retention to maintain a competitive advantage. Desklib provides a platform to access similar solved assignments.

Employee Retention

EMPLOYEE RETENTION
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Table of Contents
Employee retention...............................................................................................................................2
References.............................................................................................................................................5

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Employee retention
Employee retention is defined as the potential of a company in order to retain their
employees. Such kind of process can be represented with the help of simple statistics
and graphs and it involves numbers of strategies and policies for retaining employees of
an organization (Baharin, and Hanafi, 2018). This essay objective is to understand the
fundamental concept of employee’s retention and their importance in an organization.
In this essay there are two journal papers will be discussed which are based on the
process of employee retention. This study will identify the key points, arguments and
assertions from journal paper and evaluate the key findings.
The title of this journal paper is the effect of talent management of employee retention:
A case study of the hospitality industry that was written by Nur Lyana Baharin and Wan
noordiana Wan hanafi (Baharin, and Hanafi, 2018). The purpose of this paper is to
evaluate the impact of talent management on employee retention. According to the
researcher, the employees are the heart of an organization and employee retention is a
part of an organization where management team retains their employees in order to
move on the right track. However, the researcher identified that employee retention is
one of the crucial points which can impact on the performance of the organization.
The investigator conducted a literature review in order to gather relevant information
and facts about employee retention. The researcher analysed that talent management
plays a major role in the development of the effective organization and it has the ability
to enhance the performance of the organization (Andrew, and Sofian, 2011). According
to the author, the management team should ensure that all employees remain
professional at all time in the organization and processing the requirement of
employees in order to improve their skills and knowledge. The career development
process focuses on what companies required to improve the career competencies of
employees (Chun, et al., 2013) It is observed that the author provided in-depth analysis
about the employee retention and reduced the research gaps occurred in the previous
investigation. However, the project management help organization for improving the
efficiency of the team and also help them for increasing the level of engagement.

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The investigator provided enough information about the employee retention and
suggested that employee retention is defined as the policies and processes which is
used by the organization for preventing precious individuals from leaving their jobs.
The author also argued that it is very true as many employers have underestimated
costs related to a turnover of major employees (Bersin, 2015). In order to understand
the concept of the employee retention, the investigator adopted the social exchange
theory which is defined as voluntary activities of employees that receive information
from another based on mutual relationship. In which the researcher used primary and
secondary research method where primary data is collected from the survey through
questionnaire, and qualitative interviews and secondary information is obtained
through a literature review. In this paper the researcher used academic and online
sources in order to improve the quality of citations and provided URL’s and doi for
accessing journal papers. The author also acknowledged the previous research and
reduces the drawbacks of previous studies. The major strength of this paper is that the
researcher provided in-depth analysis about employee retention and conducted a
literature review for better understanding. The author did not explain limitations of
employee retention which is very important drawback of this research.
Moreover, the author used around 385 samples in the survey and collected their views
on this topic and data were analysed with the help of statistical method. From this
paper, it has been concluded that employee retention is a key part of an organization
which can help them for managing the performance of their business. From the survey it
is identified that the majority of participants suggested that project management and
employee retention both are very best approaches that can be used by organizations for
improving the performance of employees.
The title of this paper is perceptions of human resource professionals of challenges to
and strategies for retaining managers that were written by Danielle Uitzinger, pharmy
Chrysler and Adele Thomas (Uitzinger, Chrysler-Fox, and Thomas, 2018). The key aim of
this paper is to describe and explore the issues faced by companies for retaining
employees and effective retention processes for the high and middle level manager.
According to the researcher, the term employee retention is one of a major section of an
organization that helps them for achieving their goals and objectives.

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It is analysed that the employee retention is a part of HR practice which includes long
term succession planning, retaining talented employees and strategic organizational
requirements. From this paper, it is observed that a high-level management team
provide advantages to companies because they have enough knowledge about
employee retention (Chin, 2010). Moreover, they are responsible for the decision
making process and planning for the community. The researcher highlighted the
importance of the top level management team in the retention of employees and
discussed the challenges faced by the company at the time of retention.
According to the author, there are several key factors that increase challenges and
issues in retaining the experiences employees such as volatile, open business and
dynamic environments. It is identified that the major reason for high employee turnover
is the poor or un-effective working environment. A poor working environment reduces
the motivation and interest of employees that impact on the performance of the
organization (Avey, Wernsing, and Palanski, 2012). The researcher argued that
companies which have a large turnover rate are characterised by micro-managerial and
hierarchy’s style and they also impact on the job satisfaction process. Due to which
companies are not able to retain the experiences and highly skilled employees which
directly impact on the performance of the organization.
In which the researcher used qualitative and secondary research method for improving
the effectiveness of papers. Moreover, the cross-sectional survey is used for collecting
the viewpoints of other employees and companies (Bhatnagar, 2007). It has been
concluded that the effective retention approach can help companies for improving their
performance and efficiency. In which the researcher identified the key challenges faced
by companies in the field of employee retention and provided in-depth analysis of
employee retention which are advantages of this paper. Moreover, researcher did not
provide any numerical data about employee retention which create a gap between
theoretical information and research topic. The author used academic journals for
improving the quality of citation and added citation in each paragraph in order to
provide acknowledgment to previous research.
From the above discussion, it has been concluded that employee retention play a
significant role in the organization and an appropriate retention strategy can help

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companies to enhance their performance. This essay described the importance of
employee retention and discussed two journal articles in order to understand the
significance of employee retention in the organization. It has been identified that high-
level managers are responsible for the development of effective retention strategies and
retaining the highly skilled employees in the organization.

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References
Andrew, O.C. and Sofian, S., (2011) Engaging people who drive execution and
organizational performance. American Journal of Economics and Business
Administration, 3(3), p.569.
Avey, J.B., Wernsing, T.S. and Palanski, M.E., (2012) Exploring the process of ethical
leadership: The mediating role of employee voice and psychological ownership. Journal
of Business Ethics, 107(1), pp.21-34.
Baharin, N.L. and Hanafi, W.N.W., (2018) Effects of Talent Management on Employee
Retention: A Case Study of Hospitality Industry. Global Business and Management
Research, 10(3), p.697.
Bersin, J. (2015) Becoming irresistible: A new model for employee engagement. Deloitte
Review, 16(2), 146-163
Bhatnagar, J., (2007) Talent management strategy of employee engagement in Indian
ITES employees: the key to retention. Employee relations, 29(6), pp.640-663.
Chin, W.W., (2010) How to write up and report PLS analyses. In Handbook of partial
least squares, 12(2), pp. 655-690).
Chun, J.S., Shin, Y., Choi, J.N. and Kim, M.S., (2013) How does corporate ethics contribute
to firm financial performance? The mediating role of collective organizational
commitment and organizational citizenship behaviour. Journal of Management, 39(4),
pp.853-877.
Uitzinger, D., Chrysler-Fox, P. and Thomas, A., (2018) Perceptions of human resource
professionals of challenges to and strategies for retaining managers. Acta
Commercii, 18(1), pp.1-10.