The Impacts of Human Resource Management Practices on Employee Retention in Kulim Industrial Estate

The Impacts of Human Resource Management Practices on Employee Retention in Kulim Industrial Estate

Employee Retention is one of the common challenges facing by most of the organization currently. The main objective of this study is to examine the relationships between human resource management (HRM) practices and employee retention. There are four dimensions of HRM practices namely compensation,...

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Main Author: Ayaru, Visithira Barathi
Format: Thesis
Language:eng
eng
Published: 2012
Subjects:
HF5549-5549.5 Personnel Management
Employment
Online Access:https://etd.uum.edu.my/3133/1/VISITHIRA_BARATHI_AYARU.pdf
https://etd.uum.edu.my/3133/2/VISITHIRA_BARATHI_AYARU.pdf
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id my-uum-etd.3133
record_format uketd_dc
institution Universiti Utara Malaysia
collection UUM ETD
language eng
eng
advisor Johari, Husna
topic HF5549-5549.5 Personnel Management
Employment
spellingShingle HF5549-5549.5 Personnel Management
Employment
Ayaru, Visithira Barathi
The Impacts of Human Resource Management Practices on Employee Retention in Kulim Industrial Estate
description Employee Retention is one of the common challenges facing by most of the organization currently. The main objective of this study is to examine the relationships between human resource management (HRM) practices and employee retention. There are four dimensions of HRM practices namely compensation, benefits and rewards, performance appraisal, training and career development and work environment. A total of 200 questionnaires were distributed to all level of employees in Kulim Industrial Estate (KIE), Malaysia and 156 questionnaires were returned and used for data analysis. Pearson Correlation analysis been done to assess the relationships of all the variables. The outcome of findings showed a positive and significant correlation of all HRM practices and employee retention. Discussions explained the significance of each HRM practices in supporting employee retention in KIE. Eventually, conclusion and recommendations were mentioned.
format Thesis
qualification_name masters
qualification_level Master's degree
author Ayaru, Visithira Barathi
author_facet Ayaru, Visithira Barathi
author_sort Ayaru, Visithira Barathi
title The Impacts of Human Resource Management Practices on Employee Retention in Kulim Industrial Estate
title_short The Impacts of Human Resource Management Practices on Employee Retention in Kulim Industrial Estate
title_full The Impacts of Human Resource Management Practices on Employee Retention in Kulim Industrial Estate
title_fullStr The Impacts of Human Resource Management Practices on Employee Retention in Kulim Industrial Estate
title_full_unstemmed The Impacts of Human Resource Management Practices on Employee Retention in Kulim Industrial Estate
title_sort impacts of human resource management practices on employee retention in kulim industrial estate
granting_institution Universiti Utara Malaysia
granting_department Othman Yeop Abdullah Graduate School of Business
publishDate 2012
url https://etd.uum.edu.my/3133/1/VISITHIRA_BARATHI_AYARU.pdf
https://etd.uum.edu.my/3133/2/VISITHIRA_BARATHI_AYARU.pdf
_version_ 1747827505805393920
spelling my-uum-etd.31332022-04-10T06:33:15Z The Impacts of Human Resource Management Practices on Employee Retention in Kulim Industrial Estate 2012-06 Ayaru, Visithira Barathi Johari, Husna Othman Yeop Abdullah Graduate School of Business Othman Yeop Abdullah Graduate School of Business HF5549-5549.5 Personnel Management. Employment Employee Retention is one of the common challenges facing by most of the organization currently. The main objective of this study is to examine the relationships between human resource management (HRM) practices and employee retention. There are four dimensions of HRM practices namely compensation, benefits and rewards, performance appraisal, training and career development and work environment. A total of 200 questionnaires were distributed to all level of employees in Kulim Industrial Estate (KIE), Malaysia and 156 questionnaires were returned and used for data analysis. Pearson Correlation analysis been done to assess the relationships of all the variables. The outcome of findings showed a positive and significant correlation of all HRM practices and employee retention. Discussions explained the significance of each HRM practices in supporting employee retention in KIE. Eventually, conclusion and recommendations were mentioned. 2012-06 Thesis https://etd.uum.edu.my/3133/ https://etd.uum.edu.my/3133/1/VISITHIRA_BARATHI_AYARU.pdf text eng public https://etd.uum.edu.my/3133/2/VISITHIRA_BARATHI_AYARU.pdf text eng public masters masters Universiti Utara Malaysia Accenture,(2001).‘The high performance workforce: separating the digital economy’s winner’s from losers’. In the Battle for Accenture’s study, 1-5. Annand,K.N. (1997). Give success a chance. Quality progress. 63-64. Agarwal,N.C. (1998).Reward Systems: Emerging Trendsand Issues. Canadian Psychology, 39(1), 60-70. A.K. Paul and R.N. 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