EMPLOYEE RELATIONS AND RETENTION

 WHAT IS EMPLOYEE RETENTION?

In general, Employee retention stands for provide required infrastructures to employees, satisfying them for a long term employment. It's an important factor that must be concerned at the point of Organizational development, as the Long term employment generates more benefits to the Organization.

WHAT OTHER SAYS ABOUT EMPLOYEE RETENTION?

Bidisha Lahkar Das and Dr. Mukulesh Baruah(2013) says that Human resources are complex and not easy to understand, and Human Resource is the asset that break Organizational success. Retaining them will help in the long-term growth of an organization and will also add to their goodwill.

The number of introduced employee benefit practices help to lower withdrawal cognition and in some relationships, objective indicators cross the border between subjectivity and objectivity and contribute to subjective retention. In other words, the number of introduced employee benefit practices, which is more objective and easy to understand for organizations, was found to be important as a retention-promoting factor Hiroshi Yamamoto (2011).

Nausheen Shakeel and Sahar but (2015) emphasises that there are two factors as Financial and Non Financial wise to be considered influence employees for retention.

    Nausheen Shakeel and Sahar but (2015)

EMPLOYEE RETENTION CHALLENGES

There are multiple problems been affected for the Employee retention. Among those, the following factors hugely affected to maintain a proper employee retention mechanism.

01. Organizational Culture issues

Most of Employees are concerning of few important  matters affect to the Employment. Those are Job Satisfaction, Good Salary, Job Respect, Job Security, Rewards and recognition. When the Organizational culture does not support for the Employee retention, Employee Turnover can be higher than the expected level.

02. Carrier Growth issues 

When Organization does not have a proper Carrier Development plan, Employees who are achieving current job task and challenges looking for different and advanced opportunities. As a result, Employee retention can be poor.

03. Work Life Balance issues

When Employees fails to balance their Personal and Official life separately, they use to resign from the job.

04. Employer Expectation Mismatches 

When there is a gap in between expectation and the real work done, it directs to create problems between employer and employee. This also can be a reason to maintain a poor Employment retention.

Bilqees Ghani ,Muhammad Zada , Khalid Rasheed Memon ,Rezwan Ullah, Afraseyab Khattak Heesup Han, Antonio Ariza-Montes  andLuis Araya-Castillo (2022) says that employees’ levels of satisfaction, and subsequently their retention rate, are contingent on four factors: a sustainable, positive work environment; sustainable growth opportunities; sustainable, effective communication; and sustainable effective recruitment and selection practices.

TASK OF EMPLOYEE RELATIONS TO DEVELOP EMPLOYEE RETENTION RATE

Employee relations can be indicated through different modes and concepts. Among those, any official positive work relationship between employer and employee can be named as Employee relations. When Employer has a clear understanding about his/her work force capacities, strength, weaknesses, it facilitates them to deal with their employees having a proper understanding and good estimate. This understand and estimation helps to build a strong Employer Employee relationship in between each other. Strong Employee relations helps to minimize the Employee turnover, and it make stronger the Employee retention rate.

With the Time being, Employer Trust and Recommendation on Employee will be higher than earlier, and this relationship facilitates to Open Communication, Trust development, Work Life balance, minimize job stress, and finally the Work place become a place where desires to work sharing majority of life events whatever come like Happy or Sad. Such as Birthday Celebrations, Festival Celebrations, Annual Trip, Funerals, Annual Get togethers etc. This bond automatically builds the Employee Loyalty, and help to create a Strong Employee Retention Rate at the End.

EMPLOYEE RETENTION STRATEGIES

PERSONAL RELECTIONS AND CONCLUSION

When an Organization has a strong employee relations, it's automatically facilitate to a Strong employee retention as well. Higher Employee Retention will keep up the Organization performance in line and open ways to brand the Organizational Goodwill among the Industry competitors. Without proper relation, no proper retention.

References

Bidisha Lahkar Das and Dr. Mukulesh Baruah(2013), “Employee Retention: A Review of Literature”, IOSR Journal of Business and Management, Volume 14, Issue 2. Available at: https://d1wqtxts1xzle7.cloudfront.net/36724463/review_1-libre.pdf?1424579679=&response

Hiroshi Yamamoto (2011), “The relationship between employee benefit management and employee     retention”, The International Journal of Human Resource Management, Vol. 22, No. 17. Retrieved from: http://yamamoto-lab.jp:80/wp-content/uploads/2014/06/The-relationship-between-employee-benefit-management-and-employee-retention.pdf

Nausheen Shakeel and Sahar but (2015), “Factors Influencing Employee Retention: An Integrated Perspective”, Journal of Resources Development and Management, Vol.6, ISSN 2422-8397, available at: https://core.ac.uk/download/pdf/234696049.pdf

Sandeep Yadav, Latasri Hazarika (2021),” Critical Issues on Changing Dynamics in Employee Relations and Workforce Diversity”, Pages: 27, retrieved from : https://www.igi-global.com/chapter/managing-employee-relations-in-multinational-firms/269352

Bilqees Ghani ,Muhammad Zada , Khalid Rasheed Memon ,Rezwan Ullah, Afraseyab Khattak Heesup Han, Antonio Ariza-Montes  andLuis Araya-Castillo (2022),” Challenges and Strategies for Employee Retention in the Hospitality Industry: A Review”, Sustainability 2022, 14(5), 2885, Available at: https://doi.org/10.3390/su14052885