The study into such an issue may help in the identification of the key factors that can contribute to the retention of employees (Zajkowska, 2012). The second reason is that the success of any organization is shown by their capability to understand the perspectives of an employee as well as measuring their retention factors. This helps in establishing major factors that bring about their satisfaction and motivation so as to tackle the issue.
The HR problem is helpful in reducing the selection and recruitment costs that are very crucial to the organization. A research into the problem would benefit and assist most of the firms to lower the turnover rate so as to save the costs associated with hiring and time for retraining such new employees. The organization will also be able to retain high-skill and talented workers to perform a better work thus improving their productivity (Macey and Schneider, 2008). The Problem of Low Employee Retention.
Dundon, et al., 2004. The meanings and purpose of employee voice. International Journal of Human Resource Management, 15, 6, 1149–1170.
Macey, W. and Schneider, B., 2008. The Meaning of Employee Engagement. Industrial and Organizational Psychology, 1, 3–30.
Zajkowska, M., 2012. Employee Engagement: how to improve it through internal communication. Human Resources Management & Ergonomics, 6, 104-117.
Zikmund, W. G. 2003. Business Research Methods, 7th edn. Thompson, London.
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