The relationship between HRD strategies, career success and employee retention

The retention of engineers is critical for a developing country like Malaysia, since engineer’s contributions are considered vital to the growth of Malaysia. Turnover especially among skilled and technical employees are a major concern for many organizations. This study investigates the relationship...

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Main Author:	Cheong, Chew Yee
Format:	Thesis
Language:	English
Published:	2015
Subjects:	HD28 Management Industrial Management
Online Access:	http://eprints.utm.my/id/eprint/54650/1/CheongChewYeeMFM2015.pdf
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id	my-utm-ep.54650
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spelling	my-utm-ep.546502020-10-21T03:26:56Z The relationship between HRD strategies, career success and employee retention 2015-07 Cheong, Chew Yee HD28 Management. Industrial Management The retention of engineers is critical for a developing country like Malaysia, since engineer’s contributions are considered vital to the growth of Malaysia. Turnover especially among skilled and technical employees are a major concern for many organizations. This study investigates the relationship between human resource development (HRD) strategies and employees’ career success as well as employees’ intention to continue working with their employing organization. The aim for present study is firstly, to determine the level of implementation for HRD strategies, career success and intention to stay in the company; secondly, to examine the relationship between these three variables - HRD strategies, employees’ career success and intention to stay in the company; thirdly, to examine the most important HRD strategies among employees’ career success or intention to stay in the company. Using quantitative design research, data was collected through survey questionnaire from a sample of 61 respondents. The analysis was carried out using descriptive and inferential statistics. Three of the dimensions of HRD strategies, namely training and development, learning, and career development were well implemented in the company. However, engineers perceived a moderate level of career success. Moreover, engineers also perceived a moderate level of intention to stay. In general, all the three HRD strategies were having positive and significant relationship with engineers’ career success. There is also a positive and significant relationship between learning and career development, and engineers’ intention to stay. Furthermore, there is a positive and significant relationship between engineers’ career success and their intention to stay. Career development has the strongest influence towards engineers’ career success, whilst learning has the strongest influence towards engineers’ intention to stay. 2015-07 Thesis http://eprints.utm.my/id/eprint/54650/ http://eprints.utm.my/id/eprint/54650/1/CheongChewYeeMFM2015.pdf application/pdf en public http://dms.library.utm.my:8080/vital/access/manager/Repository/vital:86357 masters Universiti Teknologi Malaysia, Faculty of Management and Human Resource Development Faculty of Management and Human Resource Development
institution	Universiti Teknologi Malaysia
collection	UTM Institutional Repository
language	English
topic	HD28 Management Industrial Management
spellingShingle	HD28 Management Industrial Management Cheong, Chew Yee The relationship between HRD strategies, career success and employee retention
description	The retention of engineers is critical for a developing country like Malaysia, since engineer’s contributions are considered vital to the growth of Malaysia. Turnover especially among skilled and technical employees are a major concern for many organizations. This study investigates the relationship between human resource development (HRD) strategies and employees’ career success as well as employees’ intention to continue working with their employing organization. The aim for present study is firstly, to determine the level of implementation for HRD strategies, career success and intention to stay in the company; secondly, to examine the relationship between these three variables - HRD strategies, employees’ career success and intention to stay in the company; thirdly, to examine the most important HRD strategies among employees’ career success or intention to stay in the company. Using quantitative design research, data was collected through survey questionnaire from a sample of 61 respondents. The analysis was carried out using descriptive and inferential statistics. Three of the dimensions of HRD strategies, namely training and development, learning, and career development were well implemented in the company. However, engineers perceived a moderate level of career success. Moreover, engineers also perceived a moderate level of intention to stay. In general, all the three HRD strategies were having positive and significant relationship with engineers’ career success. There is also a positive and significant relationship between learning and career development, and engineers’ intention to stay. Furthermore, there is a positive and significant relationship between engineers’ career success and their intention to stay. Career development has the strongest influence towards engineers’ career success, whilst learning has the strongest influence towards engineers’ intention to stay.
format	Thesis
qualification_level	Master's degree
author	Cheong, Chew Yee
author_facet	Cheong, Chew Yee
author_sort	Cheong, Chew Yee
title	The relationship between HRD strategies, career success and employee retention
title_short	The relationship between HRD strategies, career success and employee retention
title_full	The relationship between HRD strategies, career success and employee retention
title_fullStr	The relationship between HRD strategies, career success and employee retention
title_full_unstemmed	The relationship between HRD strategies, career success and employee retention
title_sort	relationship between hrd strategies, career success and employee retention
granting_institution	Universiti Teknologi Malaysia, Faculty of Management and Human Resource Development
granting_department	Faculty of Management and Human Resource Development
publishDate	2015
url	http://eprints.utm.my/id/eprint/54650/1/CheongChewYeeMFM2015.pdf
_version_	1747817696546783232

The relationship between HRD strategies, career success and employee retention

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