Determining Retention Factors Influencing Executives To Remain In Malaysian
Organization
Introduction
highly crucial employees are
difficult to retain
retain talented and skilled employees
Review of Literature
Conclusion
Existing Models on Employee Retention Factors
Employee Retention
Retention Management and Retention Factors
Career advancement and Employee Retention
Employee Retention
Working environment and Employee Retention
ensuring the desirable employees are kept
vital in ensuring the future of a company
HR managers need to establish HR policies
retention factors
enable them to retain their talented
employees
Communication and Employee Retention
Leadership and Employee Retention
Supervision and Employee Retention
higher turnover among employees
they were treated poorly and badly by the supervisors
employees‟ desire and intention to work
for a leader with vision and with an organization that reflect their employees values, aspirations and beliefs.
employees‟ commitment
a clear and frequent performance feedback is provided
a fun and conducive working
environment together with flexible hours
key important motivators
experience greater satisfaction in their ability to achieve results on their job
organizations that are accommodative
able to retain their employees well
Employee Engagement Survey (“EES”)
to gauge the overall engagement of staff with their
respective companies
assist in understanding the employees‟
involvement
a survey conducted to all employees
focuses on
various areas
career development, communication, job satisfaction, leadership and values, supervision, teamwork and work environment.
help organizations to understand the value of their employees and to establish reasons to retain them
retention factors
focusing on the strategy human resource management practices
erit based compensation, working
environment and career path
job enrichment initiatives, career perspective, training and development opportunities and so on
in order to meet the company‟s objectives
to ensure the organization‟s survival
due to their strong natural self-importance to mark their own career path
fail to retain employees
results in increased rates of voluntary turnover
loss and depletion of highly skilled and experienced personnel inadvertently
unstable workforce conditions
determine retention factors
volatile and turbulent workplace
important for the company to adopt a stable
workforce
to create a significant competitive advantage against the competitors
result in an organization to invest thousands of dollars in recruiting,
orienting, training, overtime and supervision.
solve high turnover among young
executives