Employee Retention Strategies at Preet Agro Group: Analysis Report

This report examines employee retention strategies at Preet Agro Group, addressing the importance of employee welfare and the role of HR management. It investigates factors influencing employee retention, reviews relevant literature, and outlines research methodologies. The study includes key research questions, such as the significance of employee retention, the role of HR services, and the challenges faced by organizations. The report analyzes survey results, discusses findings, and provides actionable recommendations for the HR department. It covers topics like knowledge acquisition, emerging trends in the IT sector, and employee retention in the BPO sector. The report concludes with recommendations to improve employee retention strategies, aiming to help Preet Agro Group maintain a competitive advantage by retaining its workforce.

Running head: EMPLOYEE RETENTION AT PREET AGRO GROUP
Employee Retention at Preet Agro Group
Name of the Student
Name of the University
Author Note

1EMPLOYEE RETENTION AT PREET AGRO GROUP
Executive Summary
Any business organization is one that has the crucial responsibility of making sure that the
employees of the given organization are well looked after, and that they are not wanting for
anything. As such, the act of employee welfare is looked into by the HR division of an
enterprise. This assignment undertakes research to assess factors that influence employee
retention strategies at the Preet Agro Group. The assignment outlines the key questions, aims and
objectives of the research, undertakes a review of literature, mentions the methods that have been
used to conduct the study and analyzes the findings of the study in detail. The assignment
concludes with some important recommendations that can be considered by the HR department
of an enterprise when thinking of the best employee retention strategies to come up with.

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Table of Contents
1. Chapter 1 - Introduction...........................................................................................................4
1.1. Background Overview..........................................................................................................5
1.1.1. HR and Employee Retention.........................................................................................5
1.1.2. Assessing Employee Welfare in an Organization.........................................................6
1.2. Problem Statement............................................................................................................7
1.3. Research Aims and Objectives.........................................................................................7
1.4. Key Research Questions...................................................................................................7
2. Review of Literature.................................................................................................................8
2.1. Gaps in the Review of Literature....................................................................................12
2.2. Conceptual Framework...................................................................................................13
3. Chapter 3 – Research Methodology.......................................................................................14
3.1. Research Philosophy.......................................................................................................14
3.2. Research Design..............................................................................................................14
3.3. Data Collection and Data Analysis.................................................................................15
3.4. Sample for the Study.......................................................................................................15
3.5. Sampling Technique.......................................................................................................15
3.6. Ethical Considerations....................................................................................................16
3.7. Limitations of the Study..................................................................................................16
4. Chapter 4 – Survey Results, Discussion and Analysis...........................................................17

3EMPLOYEE RETENTION AT PREET AGRO GROUP
Discussion and Analysis............................................................................................................24
5. Conclusion and Recommendations........................................................................................28
References......................................................................................................................................32
Appendix........................................................................................................................................34

4EMPLOYEE RETENTION AT PREET AGRO GROUP
1. Chapter 1 - Introduction
Business organizations which aim to establish competitive advantage in the market or
industry that they operate in have a crucial role to play in ensuring that employees of the
organization are suitably looked after. More often than not, HR services are designed to look into
every aspect of employee welfare and employee wellbeing and are usually carried out more often
than not, to help the employees of the organization achieve the goals and objectives of the
organization (De Sousa et al. 2018). HR services are performed by a specific division of the
company, known as HR management and are aimed at helping the organization to achieve
competitive advantage by recruiting the right candidates for the organization (Gilani and Lucy
2017). This assignment investigates the factors that influence employee retention strategies at the
Preet Agro Group. The research aims and objectives are stated with clarity at the outset of the
assignment, as are the key research questions, an in-depth review of literature is undertaken, the
research methods are outlined and the findings of the research are discussed and then analyzed
thematically. The research paper concludes with a number of important recommendations that
can be taken into consideration by the HR department of a business organization when looking
for ways and means by which to retain employees of the organization in the best possible
manner.

5EMPLOYEE RETENTION AT PREET AGRO GROUP
1.1. Background Overview
1.1.1. HR and Employee Retention
Employee retention is an important focus of business organizations in every part of the
world and the role that the HR department has to play in the life of an employee is something
that can never ever be discounted. Employee retention strategies are implemented to ensure that
the life of an employee in a business organization goes as smoothly and as efficiently as possible.
The HR department of an organization takes all responsibility concerning matters that pertain to
employee wellbeing. To begin with, the work that is carried out by the HR department of a
business organization involves the selection and recruitment of candidates. It is the job of HR
managers and executives to select the right candidates for performing the various different job
roles that are performed at a business organization (Begum and Brindha 2019). It is HR
managers who shortlist candidates for an interview process and who then go onto interview the
necessary candidates, deciding ultimately who it is that gets to join the organization and who
does not. The recruitment and selection of candidates as carried out by HR professionals are
those that are undertaken in keeping with the goals and objectives of the business organization.
Apart from recruitment and selection, some of the other important functions and duties that are
performed by the HR managers at an organization are the management of payroll affairs,
ensuring that employees get their salaries on time and also ensuring that the appraisal of
employees is something that is undertaken in a timely manner (Karteek and Gupta 2018). The
performance evaluation of employees is something that is carried out by the HR managers and it
is they who are also in charge of monitoring the discipline or punctuality that the employees are
seen to demonstrate at the workplace. The work that is done by HR managers is quite

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multidimensional in value, with the operations of the HR managers being of quite a dynamic
nature (Fahim 2018).
1.1.2. Assessing Employee Welfare in an Organization
With regard to employee welfare in particular, the importance of the HR department of a
business organization is not something that can be denied. It is the HR managers and executives
who undertake the crucial responsibility of finding out whether or not the employees of an
organization are truly happy with the job roles that they are performing at the organization or
whether they would like to see some changes taking place in this respect (Rodger 2020). It is the
HR department of an organization that has a role to play in determining whether employees need
counseling and in the event that they do it is the HR managers who arrange for such counseling
sessions to take place (Terera and Ngirande 2014). The important task of training and
development of employees is also something that is undertaken by the HR department of a
business organization. The HR executives get in touch with experts and other officials who
possess the capacity and the skills that are needed to train employees and then employees are
identified and sent to the training and development sessions for performance enhancement. Weak
employees in an organization who are unable to grasp what it is that is required of them and who
are unable to understand what it is that they must to in order to perform their job roles better are
sent to performance improvement programs (Yurchisin and Park 2010). The designing and
implementation of the performance improvement programs is also something that is undertaken
by the HR division of an organization. It is the HR managers who are responsible for identifying
weak employees and then sending them over to the PIP programs where they are going to be
grilled in important techniques and concepts that will in turn help them to perform their job roles
better (Yurchisin and Park 2010).

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1.2. Problem Statement
There is a lot of literature that is seen to exist on the subject of employee welfare and the
role that is played by HR managers in ensuring the smooth and efficient functioning of a
business organization. Yet the literature does not have much to say about the specific factors
that are seen to influence employment retention strategies in a given organization. It is
important to remember in this respect that a high rate of employee turnover is bad for any
business organization and that the retention of employees over the long term is something that
every business organization looks to achieve as it helps the business to establish competitive
advantage and keep rivals at bay. The important problem of employee retention and the specific
strategies that can be adopted by a business organization for ensuring adequate employee
retention in an organization is a key area of concern that the present research looks to address.
1.3. Research Aims and Objectives
The aims and objectives of this research are as follows –
 To determine the importance of employee retention for a business organization
 To understand how HR services can assist in the task of employee retention
 To determine the various challenges that are faced by a business organization when
engaging in the act of employee retention
1.4. Key Research Questions
Some of the important questions that have been posed in this study are as follows –
RQ 1 – What is the importance of employee retention for a business organization?
RQ 2 – How can HR services assist in the task of employee retention?

8EMPLOYEE RETENTION AT PREET AGRO GROUP
RQ 3 – What are the various challenges that are faced by a business organization when
engaging in the act of employee retention?
2. Review of Literature
Knowledge Acquisition Theory
Papa et al. (2018) have engaged in a study on how knowledge acquisition can have an impact
on innovative performance of employees working in a business organization and how this
process in turn is one that contributes to the process of employee retention. In the view of Papa et
al. (2018) employees need to be encouraged to learn and to acquire various types of knowledge
or information that can enable them to think out of the box and perform in quite a unique manner
compared to their peers and associates. Employees who possess a wide variety of knowledge will
be able to render the type of performance that cannot be easily equated by others and this in turn
is something that is going to allow them to establish competitive advantage for the firm that they
are working for. The types of knowledge acquisition that can occur for employees working in a
business organization have been well highlighted and pointed out in this piece of research as has
the impact that this knowledge can have on the innovative performance of employees in an
organization. According to Papa et al. (2018) it is the HR managers of the business organization
who will be able to take on an active role in getting the employees of the organization to acquire
the knowledge and carry out the innovative performance that is needed in order to be able to
secure a position for themselves in the organization permanently.
Emerging Trends for Employee Retention in the IT Sector

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Begum and Brindha (2019) have made an attempt to study some of the emerging trends
in the IT industry that can be detected with respect to the retention of female employees.
According to the researchers the type of behavior that is exhibited by women in today’s day and
age is something that has brought about a vast change or a difference in the way private
organizations are seen to operate. In the view of Begum and Brindha (2019) young women who
are employed in the IT sector in particular tend to be quite fickle about the jobs that they are
recruited into and are capable of resigning from such jobs at a moment’s notice in the event that
they experience dissatisfaction. In the view of the researchers not a single strategy but a wide
array of strategies are needed in order to be able to retain talented women to perform jobs in the
IT sector. In particular it is argued by Begum and Brindha (2019) that attempts have to be made
to transform the workplace into a gender neutral zone, so that women as well as members of the
third gender are seen to feel quite comfortable working here. By making the workplace gender
neutral in its nature and scope, the researchers believe that a workplace can definitely get its
female employees to stay on in the organization for a long period of time, especially talented and
gifted employees who have the potential to serve the firm well.
Employee Retention and the BPO Sector
Presbitero et al. (2015) have made an attempt to study the way by which employee
retention strategies are implemented in the BPO sector. The study has been carried out in the
context of the Philipines and as many as 258 employees of business organizations in the BPO
industry have been studied through the use of quantitative research methods. According to the
researchers it is the human resource management of the organization who need to take on a
proactive role in enhancing the performance of the employees through the use of various types of
techniques and strategies. According to Presbitero et al. (2015), by enhancing the performance of

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employees, they will feel encouraged to work for the organization over a long period of time, as
they are going to feel quite comfortable in their job roles, and they are not going to want to go
and work for another organization anytime soon. The role that is played by performance
enhancement strategies in boosting employee retention in an organization is a subject that has
been well researched upon in this piece of work, and it has been found that the employees who
work well are likely to stay on in a given organization over an extensive period of time. Hence it
is concluded by the researchers that performance enhancement techniques need to be brought
into play in order for workers to be motivated to work for an organization for a long span of
time.
Strategic Human Resource Management and Employee Retention
Fahim (2018) is a researcher who has made an attempt to see the various ways by which
strategic human resource management can be put to use in order to encourage employee
retention in an organization. In the course of conducting the research an attempt has been made
on the part of Fahim (2018) to point to the importance of employee retention stating that by
getting employees to stay on and work in an organization for a good number of years, an
organization can create competitive advantage and it can fight its rivals and competitors in the
industry in the best possible way. The value and the need for employee retention is a subject that
has been highlighted well enough in this piece of research from the beginning right until the end.
The ways by which employees can be encouraged to stay on and work for an organization and
the strategies that should be avoided and which can discourage employees from staying in an
organization for too long have been well discussed and well analyzed. The language and style
that has been made use of by the researcher to convey important thoughts and ideas is one that is
quite free flowing and flexible. The piece is interesting and beautiful to read and it provides a lot

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of valuable information on the ways by which employee retention strategies can be implemented
by a business organization, be it a large scale organization or a small scale organization, with the
effectiveness of such strategies being mentioned in the process as well.
The Theory of Employee Branding and Employee Retention
Gilani and Lucy (2017) have attempted to see how the phenomenon of employee branding
can have an impact on employee retention strategies of a business organization. Gilani and Lucy
(2017) argue that employee retention is one of the most important things that a business
organization needs to look into if it is interested in surviving in the market or industry in which it
operates in a successful manner. Gilani and Lucy (2017) are of the opinion that employee
branding or the value that is attached to employees at a time that they join the organization is
something that goes a really long way in helping an organization to retain employees over a long
span of time. The importance of employee branding is something that has been well highlighted
in this piece of work and a particular attempt has also been made by the researchers to point to
the various ways by which employee branding can indeed be carried out for both experienced
and new employees who are working for a business organization. It is concluded by Gilani and
Lucy (2017) that only when employees feel truly valued by the organization that they work for,
that they are likely to remain on in the organization for an expansive period of time. If they do
not feel valued by their employers, it is more than likely for an employee to migrate to a different
organization where he or she believes that he or she will be more likely to be accepted.
Karteek and Gupta (2018) have made a study of the various factors that need to be taken into
consideration when engaging in the act of employee retention by the human resource
management of an organization. It is pointed out in the course of this study that salary is