The relationship between human resource practices and employee retention

Employee retention is one of the challenges facing many organizations today. Realising human resource as the most critical asset, retaining good employees is vital for organizations striving to gain competitive advantage. Organizations practice various human resource management (HRM) techniques for...

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Main Author:	Abu, S.E. Mohammad Shariff
Format:	Thesis
Language:	eng eng
Published:	2015
Subjects:	HF5549-5549.5 Personnel Management Employment
Online Access:	https://etd.uum.edu.my/5267/1/s814631.pdf https://etd.uum.edu.my/5267/2/s814631_abstract.pdf
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id	my-uum-etd.5267
record_format	uketd_dc
institution	Universiti Utara Malaysia
collection	UUM ETD
language	eng eng
advisor	Azizan, Norizan
topic	HF5549-5549.5 Personnel Management Employment
spellingShingle	HF5549-5549.5 Personnel Management Employment Abu, S.E. Mohammad Shariff The relationship between human resource practices and employee retention
description	Employee retention is one of the challenges facing many organizations today. Realising human resource as the most critical asset, retaining good employees is vital for organizations striving to gain competitive advantage. Organizations practice various human resource management (HRM) techniques for employee retention. This study was conducted to examine the relationship between HRM practices, namely compensation and benefits, training and development, and working environment, with employee retention. Data was collected from 1 10 respondents from an automotive parts manufacturer located in Perak. The findings indicated positive and significant but low relationships between compensation and benefits, training and development, and working environment with employee retention. The three HRM practices in this study explained only 22.8% of employee retention. It is hoped that this study will help both academics and those managing human resource to realize, understand and see the influence of HRM practices, beyond the three which were included in this study, on employee retention. Future research should include a larger number of organizations in other industries or sectors
format	Thesis
qualification_name	masters
qualification_level	Master's degree
author	Abu, S.E. Mohammad Shariff
author_facet	Abu, S.E. Mohammad Shariff
author_sort	Abu, S.E. Mohammad Shariff
title	The relationship between human resource practices and employee retention
title_short	The relationship between human resource practices and employee retention
title_full	The relationship between human resource practices and employee retention
title_fullStr	The relationship between human resource practices and employee retention
title_full_unstemmed	The relationship between human resource practices and employee retention
title_sort	relationship between human resource practices and employee retention
granting_institution	Universiti Utara Malaysia
granting_department	Othman Yeop Abdullah Graduate School of Business
publishDate	2015
url	https://etd.uum.edu.my/5267/1/s814631.pdf https://etd.uum.edu.my/5267/2/s814631_abstract.pdf
_version_	1747827896032952320
spelling	my-uum-etd.52672021-03-18T00:22:25Z The relationship between human resource practices and employee retention 2015 Abu, S.E. Mohammad Shariff Azizan, Norizan 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 challenges facing many organizations today. Realising human resource as the most critical asset, retaining good employees is vital for organizations striving to gain competitive advantage. Organizations practice various human resource management (HRM) techniques for employee retention. This study was conducted to examine the relationship between HRM practices, namely compensation and benefits, training and development, and working environment, with employee retention. Data was collected from 1 10 respondents from an automotive parts manufacturer located in Perak. The findings indicated positive and significant but low relationships between compensation and benefits, training and development, and working environment with employee retention. The three HRM practices in this study explained only 22.8% of employee retention. It is hoped that this study will help both academics and those managing human resource to realize, understand and see the influence of HRM practices, beyond the three which were included in this study, on employee retention. Future research should include a larger number of organizations in other industries or sectors 2015 Thesis https://etd.uum.edu.my/5267/ https://etd.uum.edu.my/5267/1/s814631.pdf text eng public https://etd.uum.edu.my/5267/2/s814631_abstract.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. A.K. Paul and R.N. 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The relationship between human resource practices and employee retention

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