[Employee Retention]

By

Acknowledgement

I would take this opportunity to thank my research supervisor, family and friends for their support and guidance without which this research would not have been possible.

DECLARATION

I [type your full first names and surname here], declare that the contents of this dissertation/thesis represent my own unaided work, and that the dissertation/thesis has not previously been submitted for academic examination towards any qualification. Furthermore, it represents my own opinions and not necessarily those of the University.

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ABSTRACT

In this study we try to explore the concept of Employee retention in a holistic context. The main focus of the research is on the employees of Tapal Danedar Pvt. Ltd. Pakistan its relation with the HRM practices of the company. The research also analyzes many aspects of employee retention and tries to gauge it's the performance of a company. Finally the research describes various factors which are responsible for a company to retain its valuable employees and tries to describe the overall effect of the HRM practices of the company on the employees. Employee turnover and Employee retention are two widespread observable facts in business market. Only a few researchers concentrate on the causes associated with employee turnover and on formulation of new policies which are helpful for managers in different companies to make sure, that the significant level of retention takes place. This study explores the magnitude of the turnover, root causes of employee turnover, the consequences of the human resources practices on the turnover, the maintenance of the theories and strategies. In this research secondary data was gathered from many channels such as academic books, journals, relevant articles and survey reports carried out by a number of experts in a related discipline. The researcher believes that easy to get and available records can give insight into context or a group of individuals that cannot be studied or examined in any other way The questionnaires comprised of both open-ended and closed questions with the intention of collecting as comprehensive and accurate data as possible. The questionnaires were developed further to a one-to-one interview with the staff of the company, HR manager and staff working under managers. Retention strategies are aimed at retaining key people in the organization and preservation of staff turnover at the required level. They are based on an analysis of the reasons as to why people leave or remain in the organization. Employee retention plan should address each of the areas in which it may lack commitment to the organization and job dissatisfaction. We consider the specific practical steps to eliminate the causes or prevention of such situation.

TABLE OF CONTENTS

ABSTRACTIV

CHAPTER 01: INTROUDUCTION1

Background1

Worth of the problem - Theoretical provisions1

Problem statement2

Objective of the Research3

Research questions3

CHAPTER 02: LITERATURE REVIEW4

Employee's Turnover4

Importance of Employee Retention4

Sources of Employee Turnover4

Checklist of Costs of Turnover4

Effect of Work-Life Balance Policies4

What can Employee Retention lead to?4

Significance of Employee Retention4

Retained Employees lead to Increased Productivity, Customer Loyalty and Profitability4

Dedication4

Employee Association with the Organisation4

Contribution4

Performance4

Retention & Commitment Programs4

CHAPTER 03: METHODOLOGY4

Research Approach4

Data Collection4

Questionnaire Explanation4

Ethical Viewpoint4

CHAPTER 04: DISCUSSION4

The Emotional Salary4

The Relationship4

Recognition4

Increase in ...