HRMT20024 Assessment 1: Strategies for Employee Retention

This presentation provides an analysis of employee turnover and retention strategies based on two articles. The first article focuses on an empirical study of public sector organizations in Pakistan, identifying key turnover factors and recommending retention strategies, emphasizing the importance of organizational behavior and HR management. The second article examines factors affecting employee turnover and proposes sound retention strategies, highlighting job satisfaction and considering employees as key resources. Both articles contribute strategies for declining employee turnover and increasing retention rates within organizations, suggesting improvements in communication, HR policies, and overall organizational behavior.

HRMT20024 Assessment
1
Week 11
{Employee turnover and retention}
Name:
Student number :
Campus:
Lecturer/tutor :

 Article 1: Rehman, M. S. (2012). Employee
turnover and retention strategies: An empirical
study of public sector organizations of
Pakistan. Global Journal of management and
business research, 12(1), 82-89.
 Article 2: Al Mamun, C. A., & Hasan, M. N.
(2017). Factors affecting employee turnover
and sound retention strategies in business
organization: a conceptual view. Problems and
Perspectives in Management, 15(1), 63-71.
References of your two
articles

 Objective: The objective of this research is
to address the key turnover factor in
different regulatory authorities of public
sector and to recommend the certain
retention strategies for human resources.
 Method: Data was gathered by distribution
of questionnaire between 568 workforces,
and it was developed as per the extensive
review of literature (Rehman, 2012).
Article 1 Employee turnover and retention strategies: An
empirical study of public sector organizations of Pakistan

 Argument: There are certain public companies that do
not have specialised managers, professionals and
departments for managing employees.
 It was addressed that the high amount of participants
agreed that their companies do not make efforts for
retaining their workforces (Rehman, 2012).
 Conclusion: It is concluded that strategies of retention is
based on developing the organisational behaviour
aspects and human resource management system.
Furthermore, it can be summarised that improving
communication procedure, their HR policy and practicing
should be executed for overcoming the high rate of
turnover and declines its unfavourable consequences.
Article 1

 Objective: The objective of this research is
to assess causes and challenges with the
perspective of retention of the employees
and addresses the reason of increasing
turnover of employee.
 Method: secondary data collection method
were used for this research (Al Mamun, and
Hasan, 2017).
Article 2 Factors affecting employee turnover and sound retention strategies in business organization: a conceptual view

 Argument: Job satisfaction is key determinant with the
intention of turnover. Hence, sound strategies should
be implemented in order to continue and sustain the
company in vibrant atmosphere such as considering
employees as a key resource (Al Mamun, and Hasan,
2017).
 Conclusion: The intent of this research is to address
challenges and discussed it in the investigation. This
research also presents the common perspective
regarding requirement of organization for recognising
and predicting, along with, diverse streets ways
existed for upcoming reflection for dealing with key
concern associated with employee’s turnover.
Article 2

 Both articles were related to Employee
turnover and retention hence, there is
favourable relationship in it.
 Both article contributes the strategies for
declining the employee turnover and
increasing retention rate within an
organisation.
Contribution of articles to the
topic