The relationship between human resource practices and employee retention in manufacturing industry

Retention of talents is crucial for organizations to remain competitive in the business. Hence, employee retention has received considerable research attention including the various long-term strategies and efforts performed by the organization to ensure that employees remain in the business. The st...

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Main Author:	Parameswary, Kerisnasamy
Format:	Thesis
Language:	eng eng
Published:	2024
Subjects:	HF5549-5549.5 Personnel Management Employment
Online Access:	https://etd.uum.edu.my/11272/1/depositpermission.pdf https://etd.uum.edu.my/11272/2/s829109_01.pdf
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id	my-uum-etd.11272
record_format	uketd_dc
spelling	my-uum-etd.112722024-09-17T13:50:53Z The relationship between human resource practices and employee retention in manufacturing industry 2024 Parameswary, Kerisnasamy Sri Ramalu, Subramaniam School of Business Management School of Business Management HF5549-5549.5 Personnel Management. Employment Retention of talents is crucial for organizations to remain competitive in the business. Hence, employee retention has received considerable research attention including the various long-term strategies and efforts performed by the organization to ensure that employees remain in the business. The study aims to examine the relationship between four human resource practices (training and development, career development, rewards and compensation, performance appraisal) and employee retention. The study was conducted among 170 employees selected from five manufacturing companies located in Penang, Malaysia. The respondents for this study were selected using a convenient sampling technique. This study employed a quantitative research approach, based on cross-sectional study research design. The data for this study were collected using the online survey via Google forms. The data was analyzed using Statistical Package for Social Science (SPSS) version 27. Both the descriptive and inferential analysis was performed to fulfil the objective of the study. The multiple regression analysis indicates that rewards and compensation and performance appraisal are strongly correlated with employee retention. However, training and development and career development do not have a statistically significant relationship with employee retention in the manufacturing companies. This study has also identified practical implications, theoretical implications, and limitations encountered during its execution. This study also proposed recommendations for future researchers interested in investigating the correlation between HR practices and employee retention. 2024 Thesis https://etd.uum.edu.my/11272/ https://etd.uum.edu.my/11272/1/depositpermission.pdf text eng staffonly https://etd.uum.edu.my/11272/2/s829109_01.pdf text eng public other masters Universiti Utara Malaysia
institution	Universiti Utara Malaysia
collection	UUM ETD
language	eng eng
advisor	Sri Ramalu, Subramaniam
topic	HF5549-5549.5 Personnel Management Employment
spellingShingle	HF5549-5549.5 Personnel Management Employment Parameswary, Kerisnasamy The relationship between human resource practices and employee retention in manufacturing industry
description	Retention of talents is crucial for organizations to remain competitive in the business. Hence, employee retention has received considerable research attention including the various long-term strategies and efforts performed by the organization to ensure that employees remain in the business. The study aims to examine the relationship between four human resource practices (training and development, career development, rewards and compensation, performance appraisal) and employee retention. The study was conducted among 170 employees selected from five manufacturing companies located in Penang, Malaysia. The respondents for this study were selected using a convenient sampling technique. This study employed a quantitative research approach, based on cross-sectional study research design. The data for this study were collected using the online survey via Google forms. The data was analyzed using Statistical Package for Social Science (SPSS) version 27. Both the descriptive and inferential analysis was performed to fulfil the objective of the study. The multiple regression analysis indicates that rewards and compensation and performance appraisal are strongly correlated with employee retention. However, training and development and career development do not have a statistically significant relationship with employee retention in the manufacturing companies. This study has also identified practical implications, theoretical implications, and limitations encountered during its execution. This study also proposed recommendations for future researchers interested in investigating the correlation between HR practices and employee retention.
format	Thesis
qualification_name	other
qualification_level	Master's degree
author	Parameswary, Kerisnasamy
author_facet	Parameswary, Kerisnasamy
author_sort	Parameswary, Kerisnasamy
title	The relationship between human resource practices and employee retention in manufacturing industry
title_short	The relationship between human resource practices and employee retention in manufacturing industry
title_full	The relationship between human resource practices and employee retention in manufacturing industry
title_fullStr	The relationship between human resource practices and employee retention in manufacturing industry
title_full_unstemmed	The relationship between human resource practices and employee retention in manufacturing industry
title_sort	relationship between human resource practices and employee retention in manufacturing industry
granting_institution	Universiti Utara Malaysia
granting_department	School of Business Management
publishDate	2024
url	https://etd.uum.edu.my/11272/1/depositpermission.pdf https://etd.uum.edu.my/11272/2/s829109_01.pdf
_version_	1811772598385639424

The relationship between human resource practices and employee retention in manufacturing industry

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