Examining the Effectiveness of Employee Retention Practices at JLP

This report delves into the employee retention practices implemented at John Lewis Partnership (JLP). It begins with an introduction to talent management and its significance in fostering a motivated workforce aligned with business goals. The report provides a background of JLP, highlighting its retail operations and workforce. The core of the report is a literature review exploring various retention practices, such as early-stage retention strategies, candidate identification, on-the-job education, and benefits. It then examines the impact of these practices on JLP's performance, including reduced turnover, decreased development time, positive customer experiences, cost savings, and improved productivity. The report also recommends strategies for JLP to retain employees longer, such as fostering a stress-free work environment, conducting exit interviews, and creating a positive culture. Finally, the report concludes by emphasizing the importance of employee retention for long-term organizational success and health.

Managing a successful
business project
1

Table of Contents
Chapter1 INTRODUCTION............................................................................................................3
Background of a company......................................................................................................3
Aim and Objectives................................................................................................................3
Rationale of the project..........................................................................................................4
Chapter 2 LITERATURE REVIEW................................................................................................5
Various retention practices within an organisation................................................................5
Impact of retention practices on the performance of John Lewis Partnership.......................6
Recommending ways through which John Lewis Partnership can retain employees for longer
time period..............................................................................................................................7
Chapter 3 RESEARCH METHODOLOGY....................................................................................9
Chapter 4 RESULTS......................................................................................................................12
Chapter 5 Conclusions and Recommendations..............................................................................18
Chapter 6 REFLECTION..............................................................................................................19
REFERENCES..............................................................................................................................21
Appendix........................................................................................................................................23
Interview for manager..........................................................................................................23
Interview for employees.......................................................................................................23
2

Chapter1 INTRODUCTION
Talent management is defined as the process by which organisations search, recruit,
select, motivate and develop employees. The main reason of forming talent management is
creating workforce who is always motivated to work towards the achievement of business goals
and aims. Talent management focuses on meeting every need of employees with the attainment
of objectives and targets (Khalid and Nawab, 2018). Talent managed is formed to improve the
performances of organisations or businesses by acquiring qualified candidates, it makes
companies to remain competitive in the market by developing existing employees and recruiting
new employees with advanced skills and talent, it supports tools, technologies and techniques
that are used by employees who are selected by them, these employees use technologies in such
a way so that an organisation gets maximum benefits and advantages (MICHAEL, PRINCE and
CHACKO, 2016). The current project would discuss about the concept of talent management
and it various practices used for retaining employees employees in John Lewis. With this it also
discusses about the impact of talent management practices on employee retention.
Background of a company
John Lewis Partnership is a company which operates departmental stores of John Lewis
and partners, supermarkets of Wait rose and Partners, services related to banks and financial
institutions and other activities related to retail. The company is a retail industry founded in
London, 1929 by John Spedan Lewis. Trust has owned John Lewis Partnership on behalf of its
workforce called as partners. In Sunday Times it is mentioned that John Lewis Partnership has
secured third largest place in non traded company of UK in 2016. The company focuses on
providing goods and services to the upper and middle class level of population. It deals in
products like furniture, computing, photography, fashion accessories, clothing and many more. It
has employees over 83000.
Aim and Objectives
Aim of the project
“To examine the effectiveness of employee retention practices at JLP.” A study on John Lewis
Partnership
Objectives of the project
 To understand the various retention practices within an organisation.
3

 To understand the impact of retention practices on the performance of John Lewis
Partnership.
 To recommend ways through which John Lewis Partnership can retain employees for
longer time period.
Rationale of the project
The main purpose of doing this project is to understand the impact of talent management
practices on employee retention. This project would clearly explain the importance of talent
management practices to keep employees within an organisation. The project would help in
achieving two kind of perspectives: personal perspective and professional perspective.
According to the personal, this accommodates in understanding operations which are useful and
important in growth of candidates. The another benefit with this project is it would help in
understanding the practices of talent management in retention of employees. According to the
professional perspective, the biggest benefit is learning application of talent management
practices in organisations with operating tasks effectively and efficiently. In future it would help
me in creating good profession.
4

Chapter 2 LITERATURE REVIEW
Literature review is a chapter which assists researcher to gather data from secondary
sources like magazines, books and journal articles. The data which is collected from sources of
secondary are not first hand data, these data are used to conduct and gain in-depth knowledge.
Various retention practices within an organisation
According to Florentine (2019), employee retention is a concerned issue for organisations
and companies because they have to compete with their competitors to acquire talented and
qualified employees. If employee leaves a firm then they have to pay hard costs like employee
turnover cost and soft costs like reduction in productivity, lowering engagement, costs of training
and so on. Organisations which constantly focus on employee retention on time with great
investment get great pay off in future. Increase in productivity, improvement in performance,
improvement in efficiency of work and many more. For this organisations adopt various
practices for retention of employees, some of them are explained below:
Retention starts from beginning: Retention is a process which starts from the starting stage
of application process of candidates (Kuligowski, 2021). In the screening process only
organisation identifies what type of strategy and culture they want to create and adopt in the
environment of workplace and then search for those candidates who would be comfortable in
working with such type of environment. When employees know about the culture of
organisations at primary stage, it reduces confusion and chaos in future and decreases situations
where employees think to leave companies.
Identification of candidates: Organisations select candidates who have worked in prior jobs
for a longer period of time, contributed in ups and downs of a company. If such employees are
selected in an organisation then it automatically reduces the chances of leaving an organisation in
future (Alola and Alafeshat, 2021). Job hoppers are the people who continuously switch from
one company to another and retaining such kind of employees are difficult, so identifying
background of employees before selecting is adopted by organisation for retention of employees
in future and mitigate the risk of employee leaving the company.
Providing on the job education: As per Florentine (2019), organisations arrange and
organise many development programs time to time for their employees so that they can develop
in their career and get more efficient in their work, jobs and responsibilities. When employees
5

get proper education related to their jobs and responsibilities their chances to get promotion
increases and take company towards success. Employee education and development go hand in
hand with promotions and lead company to retain employees for maximum time. Trainings in
corporates uses advance techniques and technologies to improve skills of employees and this
help in retention of employees because employees feel that they are valued and company is
doing investment to increase their skills (Chawla, 2021).
Giving proper benefits time to time: Different perks and benefits play an important role in
making employees engaged, healthy and joyful in an organisation. Benefits like coverage for
healthcare, sick leaves that are paid, providing stock options, financial benefits all these are
given to employee who are performing exceptionally well in the allotted time period. These all
benefits motivate employees to stay in the same organisation and work harder. These leave
policies, good pay, and flexibility in working hours make employees to think they are being
valued in organisation for their contribution and they decide to stay in the same venture for a
longer period of time.
Impact of retention practices on the performance of John Lewis Partnership
According to Ramirez (2020), different retention practices adopted by John Lewis
Partnership assist in doing activities effectively and efficiently because every activity is the
responsibility of employees. Employees are the most importance resource to take out different
activities within a company. So John Lewis Partnership invest time and money in different
retention practices to retain employees with them for maximum time. Retention practices have
positive impact on the performance of John Lewis Partnership because it reduces various costs
like soft costs and hard costs like training and turnover cost. Some other advantages with the
impact of retention practices on performance are explained below:
Decreases hassle of turnover: Turnover of employees are very natural in organisations but
when it increases in a large number then it becomes crucial problem. As per the view presented
Mangal (2021), it creates a situation where John Lewis Partnership has to search new employee
for vacant job which increases the wastage of time but by focusing on retention practices it can
save time for other useful activities like production, marketing and many more and ultimately
increase the performance of organisation.
Reduces development time: According to Ramirez (2020), employees leaving a company
consume a lot of time because finding new qualified employees is not an easy task and giving
6

training to employees need a lot of investment and time. To avoid such circumstances John
Lewis Partnership concentrate on retaining employees through adopting retention practices
through which it can cut down the time for hiring and invest in developing existing which help in
increasing and improving performance of a company in a effective and efficient manner.
Spreads positivity to customers: Employee retention practices make employees of John
Lewis Partnership happy. Engaged and happy workforce transfer that happiness to their
customers. They focus on providing good service, resolving problems or issues and always ready
to go extra miles to create better reputation for organisation. Retention practices help in creating
better relationships with customers and improve the performance of company as more and more
customers get attracted towards the organisation because of good quality service.
Saves money: Employee turnover is very costly for every organisation so also for John
Lewis Partnership (Nayak, Jena and Patnaik, 2021). Recruiting and training process takes so
much time and costs are also very high. So through employee retention John Lewis Partnership
saves money by avoiding costs related to acquisition of talent, hours invested on analysis of
interview and resume, productivity loss, revenue loss out of bad experiences of customers.
Money saved by avoiding such practices are used in other productive matters like procurement of
advance technology, expansion and many more.
Improves all over productivity: With the assistance of different retention practices John
Lewis Partnership decrease issues like vacant positions, understaffing, overtime and frequent
mistakes. Retention practices improve and increase communication among employees,
departments, leaders and managers. New employees take 6 months to 2 years for reaching their
maximum level of productivity so retention practices help organisation to save a lot of
productivity through employees who stay.
Recommending ways through which John Lewis Partnership can retain employees for longer
time period
According to Halvorson (2018), employee retention is important for success and health of
organisation in a long term. Retaining talented employees improve customer satisfaction,
increase sales of product, improve satisfaction level among employees, lead effective and
efficient planning. Employers of John Lewis Partnership know the importance of retaining best
employee. Some of the ways or strategies are given below to retain employees for longer period
of time:
7

Work environment free from stress: Employees are the individuals who have always
desire to enjoy their work. Employers and managers should make place of work joyful and
cheerful. When employees are offered with no stress environment their chances to remain in
organisation increase (Le Ha and Thao, 2021). To create stress free environment John Lewis
Partnership should provide yoga sessions, gym in corporate building, rooms for reading, specific
zone for sports and many more.
Organising interviews at the time of exit: As per Halvorson (2018), such interviews would
be proved beneficial for John Lewis Partnership because it would help in analysing the reason
for turnover and dissatisfaction of employees. One of the studies of UK showed that employees
who go through exit interviews leave the company with positive views. These positive views and
opinions would protect image of the brand in the market and also assist in retaining rest
employees.
Not threatening job and income of employee: John Lewis Partnership should adopt a policy in
which threatening an individual with demotion and termination by employer should be restricted.
Because if employees are threatened then it becomes sure that employee would leave
organisation in near future (Immaneni, Sailaja and Naga, 2021).
Creating a positive culture: John Lewis Partnership should focus on creating set of values
as a culture like attitude, teamwork, honesty. Organisation that creates good culture would have
advantages like retaining and attracting qualified and talented employees.
Monetary rewards: John Lewis Partnership should offer financial rewards to employees
who meet the benchmarks within a given period of time. Employees should be given monthly
and annually bonuses and rise in their annual salary. This would mitigate the chances to leave
organisation and their morale would be boosted up with the income (Khan and et. al., 2021).
Proper recognition: John Lewis should make employees to learn that their work is
important for a company. Employees would feel valued that in the eyes of employer their work is
necessary to achieve objectives of an organisation (Parmenter and Barnes, 2021).
8

Chapter 3 RESEARCH METHODOLOGY
Research methodology is significant part of the research because it helps in achievement
of each objective in successfully manner. There are different types of methodologies that
researcher require to use for attaining research objectives, qualitative research, inductive
approach, interpretivisim philosophy, interview etc. are used by researcher (Roberts, Pavlakis
and Richards, 2021). It is important for researcher to conduct research in a proper manner.
Research methodology plays a vital role in gathering, analysing and interpreting data related to
the topic of project. Investigator collects data from different sources like primary and secondary.
 Research Approach: Research approach is a process which is considered by investigator
to research activities in a systematic way. It involves two type of approaches: inductive
and deductive. Inductive is a type of approach which is taken for exploring phenomenon,
identifying patterns and themes and creating a framework. Deductive approach is used
for evaluating hypotheses of a theory which is already existing.
Justification: For meeting the objectives of current research, researcher would take help of
inductive approach because it assists the nature of objectives for research (Chivanga, 2016).
This research is useful in collecting of secondary and quantitative data from secondary
sources used for literature review. Another benefit with choosing inductive is it helps in
testing information in a qualitative manner. This approach would also help in future because
it would analyse data qualitatively.
 Research Philosophy: Research philosophy is concerned with development, nature and
source of information. It is a belief about different methods in which information about a
particular topic is used, gathered and analysed. There are two types of research
philosophies present which are positivism and interpretivism.
Justification: According to the current research project, interpretivism approach is a chosen
approach because it accommodates in analysing data in a very easy manner (Larshin and
Lishchenko, 2018). Another benefit with this philosophy is it assists in measuring data in a
qualitative style. Whereas positivism is not considered because it would measure data in
quantitative manner.
 Research Choice: Research choice refers to the type of information on which researcher
wants to base their research to achieve pre-defined objectives of research in a successful
manner. It is necessary for research to select research choice for project because it helps
9

in evaluating and analysing data effectively (Nørgaard and Sørensen, 2016). The two
different types of choices are: quantitative and qualitative.
Justification: According to the need of present project researcher is require to select qualitative
choice because it would assist in gathering relevant data connected to project topic. Qualitative
data is also useful because it helps in presenting data effectively in a given period of time.
Qualitative data is also collected from books, journals etc. sources for literature review (Baronov,
2021). This is a significant research choice within an investigation for achieving research aim
and each objective in successful manner.
Research Strategy: Interview has been selected as research strategy by researcher for
collecting and verifying data according to the topic of project (Piligrimienė, 2021). With the
strategies researcher aims to achieve objectives qualitatively.
Justification: By looking at the need of this research, researcher would choose survey
(Budianto, 2020). Interview is selected research instrument under survey because it will help in
getting information directly from individuals; they are free to give their opinions and views
related to the topic. With the assistance of interview, researcher asks open-ended questions from
different respondents.
 Time horizon: Time horizon refers to the time limit required by researcher to complete
and finish activities related to research in a efficient and effective way. It has two types of
horizon which is known as cross-sectional and longitudinal. These types of time horizon
help researcher to complete their investigation within a time. By analysing the need of
current research, investigator would take help of cross-sectional because it helps in
dividing time to each task and activity (Meyers, Jacobsen and Henderson, 2018). It is
vital in finishing investigation in effective manner and before time.
Data Collection: It is a type of strategy which is selected by investigator for assembling and
identifying relevant data according to the research topic. Investigator has to select best strategy
because outcomes of research are dependent on it. There are two types of data collection called
as primary and secondary data (Kozdrach, 2021). For the need of current project researcher
would take help of both primary and secondary data. For collecting primary data researcher
would select interview in which 1 manager and 4 employees as respondents from John Lewis
Partnership. In order to collect secondary data researcher would choose books and articles
through which information can be analysed deeply.
10

Sampling: Sampling is a method through which investigator selects a small sample from the
available large population. It is impossible to analyse this whole large population, so it advisable
to select small proportion from this large group of population. Sampling has two kinds knows
and probability and non probability sampling. In terms of present research, non probability
sampling method is used by researcher because it helps in receiving opinions of respondents
directly in a real time. 1 manager and 4 employees would be chosen as participants for collecting
data to attain objectives of research. Managers and employees are chosen because they have
direct link to John Lewis Partnership and know about every activity going on in a company
(O'Brien and Pipkin, 2017). Members and employees are selected as respondents from John
Lewis because they have relevant and accurate knowledge regarding the organisation. Because
they are directly working with the organisation and they have maximum information regarding
the specific organisation. Main reason behind the selection of manger and employees for the
qualitative research is they accurate knowledge and understanding about the effectiveness of
employee retention practices of John Lewis Partnership (Jeffares, 2021). They are familiar with
the employee retention practices used by JLP for retaining employees at workplace for longer
time period.
11

Chapter 4 RESULTS
This chapter is vital part of project because it provides assistance to researcher to take out
valid results. It accommodates in analysing primary and secondary data.
Analysis of information what manager has said:
The chosen manager of John Lewis Partnership said that employee retention is necessary
in organisations because it helps in continuing the operations and activities without any
disturbances. Manager believes that employees take organisation towards development and
success because their contribution is very significant. For this John Lewis considers different
type of retention practices that are used to retain employees within the organisation like
providing trainings, giving recognition, appreciating with rewards. These practices help in
holding employees in the organisation for the longer period of time. These retention practices
help employees to remain and work within John Lewis Partnership because they motivate and
improve the morale level of employees by fulfilling their expectations and requirements. All
these practices of retaining employees help in improving performance of organisation by
retaining qualified employees, reducing turnover of employees, reducing costs of recruitment
and so on. Manager believes that employees of John Lewis Partnership get benefited with the
practices of retention because they are provided with monetary benefits which make then
financially strong and while staying in the company they develop in their career by attending
different sessions of trainings. There are suggestions that are suggested to the higher authority of
John Lewis Partnership regarding employee retention that more number of monetary benefits
should be provided to employees because these monetary benefits hold more power of attracting
large number of employees.
12

Analysis of information what employees have said:
Employees of John Lewis Partnership have said that they are aware about the practices of
retention because these are the practices that assist them in staying motivated, working
effectively, maintaining balance in their personal as well as professional life. So, according to
employees retention practices are important for employees. They also believe that these retention
practices have positive impact in the working environment of John Lewis because these practices
keep employees motivated towards their assigned job roles and responsibilities and employees
do their work without getting stressed as they know they are safe at their workplace but there are
also some employees who feel that retention practices have not brought any drastic change
because if employees want to leave the company they leave as these practices do not have power
to satisfy the expectations and requirements of employees. Employees also believe that training
and development and monetary benefits are the best way of employee retention practices because
training sessions increase the knowledge of employees and create more chances of career
development. Monetary benefits have the power to develop the financial situation of employee;
this attracts a lot of attention of employees because this improves their standard of living a life
and they make decision of staying in the same company. It has been analysed from the
information gathered from employees that the different retention practices used by John Lewis
Partnership are very helpful because these help in employees to stay in the same organisation and
work hard to attain the pre-determined objectives and targets of company. Employees also
believe that there is scope of improvement in retention practices and these can be improved by
increasing communication between employees and their supervisors, improving job security
factors among employees so that they can work without any fear.
Therefore, primary and secondary information are collected from interview, books etc. In
order to get results of both data, there will be requirement of making themes according to the
research objectives. These are defined as below:
Theme 1: Various retention practices within an organisation.
From the above mentioned secondary data gathered from books, articles etc. for literature
review, it has been determined that, there are number of retention strategies used by an
organisation (Azeez, 2017). These are retention starts from beginning, identification of
candidates, giving proper benefits time to time etc. These are main strategies that helped business
organisation in retaining of talented employees at workplace. Along with this, secondary
13

information is similar with the primary information collected from interview. It means this
objective is attained by researcher in successfully manner (Potgieter, Coetzee and Ferreira,
2018).
Theme 2: Impact of retention practices on the performance of John Lewis Partnership.
From the above mentioned primary or qualitative data, it has been determined that use of
retention practices at workplace has positive impact on John Lewis Partnership by improving
their business performance (Kundu and Gahlawat, 2016). This information is also gathered for
literature review that is similar with qualitative data; it means this objective is also accomplished
by researcher in successful manner (Anitha, 2016).
Theme 3: Ways through which John Lewis Partnership can retain employees for longer time
period.
From the above collected secondary data for literature review, it has been discussed that
there are various ways used by company for retaining employees at workplace for longer time
(Bussin, Pregnolato and Schlechter, 2017). These are; work environment free from stress,
organising interviews at the time of exit, not threatening job and income of employee, creating a
positive culture, monetary rewards and proper recognition. These are main ways that are also
agreed by managers and employees in interview.
14

Chapter 5 Conclusions and Recommendations
Conclusion
What are the various retention practices within an organisation?
From the above given research report, it has been concluded that talent management is a
process through which companies recruit, select, develop and motivate employees to work for
attaining pre-determined objectives and goals (Alhmoud and Rjoub, 2019). John Lewis
Partnerships is a company which focuses on different types of retention practices to keep talented
employees with them so that maximum profits and revenue can be generated. Because people in
an organisation are the most significant resource because they are the main resource who
undertake activities and operations in a efficient and effective manner.
What is the impact of retention practices on the performance of John Lewis Partnership?
This report shows that different retention practices are necessary to retain employees in
organisations because through these practices employees get a chance to increase knowledge and
skills with training and development, workforce gets rewards and recognition which develops
positivity in the mind of customers, employers provide flexibility in working like work from
home, less hours of working (Alola and Alafeshat, 2021).
What are the ways through which John Lewis Partnership can retain employees for longer
time period?
Different strategies and practices have positive effect on workforce of John Lewis
Partnership because they encourage employees to remain and stay in the organisation. John
Lewis Partnership also saves their time of recruitment in other productive areas like production,
marketing and many more (De Sousa and et. al, 2018). Majority of managers and employees
think and believe that retention practices are effective in gaining trust of employees and
improving brand image in the market.
Recommendations
 From the above research report it is recommended that managers and leaders of John
Lewis Partnership should make some changes and improvement in retention strategies
and practices because some employees and managers believe that there is scope of
improvement in retention practices. Because employees who leave organisations create
barriers in growth of a company because searching replacement and providing training
increase cost. So some of the suggestions for managers and leaders to bring change and
15

improvement in retention practices of John Lewis Partnership are: the first
recommendation is hiring candidates selectively from initial stages by testing their
integrity and attitude towards work and organisation. Candidates should also be tested on
the basis of their academic qualification and experiences in prior companies.
 The second suggestions for managers is paying right amount to employees according to
their jobs position and standard chart of compensation should be made for different
positions and role so employees do not feel to leave company and think they are paid
right.
 The third recommendation would be giving and maintaining comfortable environment of
working culture.
 The fourth suggestion will be providing ample development and training sessions till
employees could manage by self and giving flexibility in schedules of work like
employees should be allowed to do night shifts, day shifts, and leaves for vacations and
many more.
 The fifth suggestion would be guiding employees for developing in their career by
specifying things they need to do to attain the upcoming milestones and these employees
should be acknowledged whenever they meet their goals.
Chapter 6 REFLECTION
I am grateful that I got an opportunity to conduct research on the topic of staff retention
in organisations as it helped me in identifying the importance of different retention practices in
companies. To get information on various practices of retention I have used primary and
secondary source because through these relevant and reliable data is collected. For primary
source, interview is selected because it assisted in getting first hand information and basically
they are the opinions and views of employees and managers. For secondary source, books and
articles are selected through which I gathered information which has already published in the
market.
The challenges I faced while conducting present research was in interview process that is
employees manipulating answers according to their convenience and biasness was also seen
while interviewing. The chosen participants were not ready to give their maximum contribution
that has become barrier in gathering accurate and relevant information. The another challenge I
faced while conducting research was it has taken a lot of time because gathering relevant
16

information needs time. So during collecting information I have realised that the time set at
initial stages is not enough because while collection it takes more time. The one more challenge
that I faced is respondents belonging from different culture, this has created problem in
communicating with them because this has brought down my confidence level as they know
multiple languages because they belong from different background. These are major challenges
faced by me. If I get another chance of conducting any type of research, I could use quantitative
data collection because. This will help me by saving my time as well as facilitate in
accomplishing of each activity in successful manner.
While doing this project there are things that went good according to the planning,
qualitative data has been selected by me to collect required information because it helped in
collecting information that assists in achieving aims and objectives of research. Through this
research I improved my research skills because it helped me in understanding the significance of
strategies and practices of retaining employees in organisation and it would also develop me in
my professional career. With the qualitative information opinions and views of selected
respondents are gathered in a systematic manner. As I have great communication skills I asked
questions confidently with the respondents that helped me in collecting maximum useful
information from them. For the successful collection of qualitative information different
secondary sources became helpful like books, journals, articles and so on.
The different ways that I have used to mitigate challenges that have created problem in the
path of project, lack of time issue had been resolved with the help of Gantt chart, and this is the
chart that schedules every activity and task into a required time period. This had focus on
completing task and collecting information from respondents on time. The way to get accurate
and relevant information from respondents is that I made them understand the importance of
project or research so that they had given their full contribution in achieving the objectives and
aim of research. As respondents belong from different backgrounds so I kept focus on acquiring
basic knowledge related to the culture of chosen respondents so that great information could be
collected from them.
17

REFERENCES
Books and Journals
Alhmoud, A. and Rjoub, H., (2019). Total rewards and employee retention in a Middle Eastern
context. SAGE Open. 9(2). p.2158244019840118.
Alola, U.V. and Alafeshat, R., (2021). The impact of human resource practices on employee
engagement in the airline industry. Journal of Public Affairs, 21(1), p.e2135.
Anitha, J., 2016. Role of Organisational Culture and Employee Commitment in Employee
Retention. ASBM Journal of Management. 9(1).
Azeez, S.A., 2017. Human resource management practices and employee retention: A review of
literature. Journal of Economics, Management and Trade. pp.1-10.
Baronov, D., (2021). Conceptual foundations of social research methods. Routledge.
Bibi and et. al, (2017). The impact of compensation and promotional opportunities on employee
retention in academic institutions: The moderating role of work environment. Journal
of Economic & Management Perspectives. 11(1). pp.378-391.
Bussin, M. H., Pregnolato, M. and Schlechter, A. F., 2017. Total rewards that retain: A study of
demographic preferences. SA Journal of Human Resource Management. 15(1). pp.1-
10.
Chawla, S., (2021). Factors Affecting Employee Retention Strategies Hospitality Sector. Turkish
Journal of Computer and Mathematics Education (TURCOMAT), 12(10), pp.1861-
1872.
De Sousa and et. al, (2018). Predicting staff retention from employee motivation and job
satisfaction. Journal of Psychology in Africa. 28(2). pp.136-140.
Florentine, S., (2019). Employee retention: 8 strategies for retaining top talent.[Online].
Available through:< https://www.cio.com/article/2868419/how-to-improve-
employee-retention.htmlt/>.
Goldstein and et. al, (2017). The Wiley Blackwell handbook of the psychology of recruitment,
selection and employee retention. John Wiley & Sons.
Hadi, N.U. and Ahmed, S., (2018). Role of employer branding dimensions on employee
retention: Evidence from educational sector. Administrative Sciences. 8(3). p.44.
Halvorson, C., (2018). 7 Great Employee Retention Strategies. [Online].Available
through:<https://wheniwork.com/blog/7-great-employee-retention-strategies/>.
Immaneni, K.M., Sailaja, D. and Naga, V., (2021). A Review of HR practices and Employee
Retention in Hospitality Industry. European Journal of Molecular & Clinical
Medicine, 7(7), pp.6698-6704.
Jeffares, S., (2021). AI, Public Service and Research Methodology. In The Virtual Public
Servant (pp. 43-66). Palgrave Macmillan, Cham.
Khalid, K. and Nawab, S., (2018). Employee participation and employee retention in view of
compensation. SAGE Open. 8(4). p.2158244018810067.
Khan, N.A. and et. al., (2021). Assessing the Nexus Between Employer Branding and Employee
Retention: Moderating Role of Organizational Identification. Management and Labour
Studies, p.0258042X211005330.
Kim, J.S., Milliman, J. and Lucas, A., (2020). Effects of CSR on employee retention via
identification and quality-of-work-life. International Journal of Contemporary
Hospitality Management.
18

Kozdrach, R., (2021). The Innovative Research Methodology of Tribological and Rheological
Properties of Lubricating Grease. Tribology in Industry. 43(1).
Kuligowski, S. M., (2021). Exploring Human Resource Management Perspectives of Employee
Retention Practices in Nonprofit Organizations (Doctoral dissertation, Gannon
University).
Kundu, S. C. and Gahlawat, N., 2016. Effects of employee retention practices on perceived firm
and innovation performance. International Journal of Innovation and Learning. 19(1).
pp.25-43.
Kundu, S.C. and Gahlawat, N., (2016). Effects of employee retention practices on perceived
firm and innovation performance. International Journal of Innovation and Learning.
19(1). pp.25-43.
Kurdi, B. and Alshurideh, M., (2020). Employee retention and organizational performance:
Evidence from banking industry. Management Science Letters. 10(16). pp.3981-3990.
Le Ha, N.T. and Thao, N.H.P., (2021). HOW TO IMPROVE EMPLOYEE RETENTION AT A
SERVICE APARTMENT COMPANY. International Journal of Information, Business
and Management, 13(3), pp.6-12.
Lee, L. and Chen, L.F., (2018). Boosting employee retention through CSR: A configurational
analysis. Corporate Social Responsibility and Environmental Management. 25(5).
pp.948-960.
Mangal, M.E., (2021). A Study Of Factors Delivering Competitive Edge In Employee
Retention. Turkish Journal of Computer and Mathematics Education
(TURCOMAT), 12(7), pp.2555-2571.
MICHAEL, B., PRINCE, A.F. and CHACKO, A., (2016). IMPACT OF COMPENSATION
PACKAGE ON EMPLOYEE RETENTION. CLEAR International Journal of
Research in Commerce & Management. 7(10).
Nayak, S., Jena, D. and Patnaik, S., (2021). Mediation framework connecting knowledge
contract, psychological contract, employee retention, and employee satisfaction: An
empirical study. International Journal of Engineering Business Management, 13,
p.18479790211004007.
Parmenter, J. and Barnes, R., 2021. Factors supporting indigenous employee retention in the
Australian mining industry: A case study of the Pilbara region. The Extractive
Industries and Society, 8(1), pp.423-433.
Piligrimienė, Ž., (2021). Research Methodology of Gamification-Based Consumer Engagement
in Value Creation in the Context of ICT Development. In Gamification and
Consumer Engagement (pp. 109-128). Springer, Cham.
Potgieter, I. L., Coetzee, M. and Ferreira, N., 2018. The role of career concerns and workplace
friendship in the job embeddedness-retention practices satisfaction link. SA Journal of
Industrial psychology. 44(1). pp.1-9.
Rakhra, H. K., 2018. Study on factors influencing employee retention in
companies. International journal of public sector performance management. 4(1).
pp.57-79.
Ramirez, D., (2020). 7 Ways Employee Retention Benefits Your Company.[Online].Available
through:<https://www.forusall.com/401k-blog/employee-retention-benefit/>.
Roberts, J.K., Pavlakis, A.E. and Richards, M.P., (2021). It’s More Complicated Than It Seems:
Virtual Qualitative Research in the COVID-19 Era. International Journal of
Qualitative Methods, 20, p.16094069211002959.
19

Rombaut, E. and Guerry, M.A., (2020). The effectiveness of employee retention through an
uplift modeling approach. International Journal of Manpower.
Singh, D., (2019). A literature review on employee retention with focus on recent trends.
International Journal of Scientific Research in Science and Technology. 6(1). pp.425-
431.
Sow, M., Anthony, P. and Berete, M., (2016). Normative organizational commitment and its
effects on employee retention. Business and Economic Research. 6(1). pp.137-147.
20

Appendix
Interview for manager
Q1 Do you think employee retention is necessary in an organisation?
Q2 What are the different practices of retention used by John Lewis Partnership?
Q3 How does retention practices help employees to remain and work with John Lewis
Partnership?
Q4 How does various practices of retention assist in improving performance of John Lewis
Partnership?
Q5 What are the suggestions you want to give in context of implementing retention practices to
upper level authority of John Lewis Partnership?
Q6 Do employees really get benefited with the different practices of retention?
Interview for employees
Q1 Are you aware about the retention practices adopted by John Lewis Partnership?
Q2 What is the impact of retention practices in the working environment of John Lewis?
Q3 According to you which practices is best for retaining employees?
Q4 Does retention practices motivated you to stay in John Lewis Partnership?
Q5 Would you refer this company to your friends and relatives for a vacant job positions, if yes
then why?
Q6 Do you think there is a chance of improvement in these strategies of retaining employees?
21

22