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