Journal of Contemporary Issues in Business and Government

Management of employee turnover is very essential condition of human resource management. Hiring the right people is the biggest challenge that HR department faces today. Sometimes candidates are not proficient enough for the job but they say yes to impress the interviewer to get the job, but after sometimes they realize that there is no match between them and job, so they start looking for another option. Employee Retention has contributed substantially to the economic power of the company, but they face the problem of employee turnover that affects the organization because if the turnover of employees increases in the organization than it will affect the productivity of the organization. So, to improve the productivity and performance of the organization current study is conducted. The current study is an attempt to identify the impact of factors (Organizational, HR, Personal and Job-related) on the turnover intentions amongst the employee's in Indian IT Sector. Data was collected from 660 women employee's working in Indian IT Sector. Primary data is collected from five major IT companies i.e. Wipro, Infosys, HCL, Accenture and HCL. Various dimensions of both the constructs are available in the literature but selected dimensions of both the constructs are used for drawing inferences that help organizations in identifying factors that affect turnover intentions.

Employee retention is one of the biggest challenges for HR in IT industry. It involves taking appropriate actions to motivate employees to stay in the company for long duration. The main focus of this study is to understand the factors which impact employee retention in software companies. For the study purpose sample of 7 software companies selected in Bangalore and structure questionnaire was prepared based various aspects of the software industry. An effort is made to discover the effectiveness of the retention of the employees in IT industry and how practical they are to retain employees for long duration. The results of this research study have shown that there is significance relationship between age, gender, years of experience with compensation & benefits.

Employee retention is one of the biggest challenges for HR in IT industry. It involves taking appropriate actions to motivate employees to stay in the company for long duration. The main focus of this study is to understand the factors which impact employee retention in software companies. For the study purpose sample of 7 software companies selected in Bangalore and structure questionnaire was prepared based various aspects of the software industry. An effort is made to discover the effectiveness of the retention of the employees in IT industry and how practical they are to retain employees for long duration. The results of this research study have shown that there is significance relationship between age, gender, years of experience with compensation & benefits.

Management has been creating a lot of buzz and gaining significant consideration from the practitioners in the last decade. Though, the academic circle is full of literature on existing work related to talent management and employee retention. The objective of this research paper is to systematically present the existing body of knowledge to set the agenda for the future scope of the study. This paper uses the methodology of (Junior et al. 2010; Seuring, 2013).WOS database was used to find the published article between 2011 -2017. The findings revealed that studies are talking in the same line and themes are not diverse in nature. The same idea is being repeated, so there is a need to giving a new perspective and direction to talent management studies. Many conceptual studies are yet not tested and approved for generalization, in such cases, empirical studies can play a major role in setting up further scope of the study. Furthermore, manufacturing industries and developing countries can be in the spotlight in order to fulfill the current gap in talent management and employee retention-related practices.

The study was conducted to evaluate the impact of perceived threat of COVID-19 upon the retention of doctors of twin cities'' hospitals of Pakistan. Two moderator’s compensation and training and development were assessed as moderating the relationship between perceived threat of COVID-19 and employee retention. The model is tested on healthcare sector of Pakistan and the data was collected by the doctors of twin cities of Pakistan. A sample of 208 doctors was collected using random sampling technique. Sem-PLS software was used to analyze the statistics. Perceived Threat of COVID-19 have a positive significant impact on employee’s retention whereas compensation is negatively and significantly moderating the relationship between perceived threat of COVID-19 and employee retention. Training and development are insignificantly moderating the relationship between perceived threat of COVID-19 and employee retention. Doctors were found to be not intended to leave their hospitals in threat of COVID-19. Compensation was found to moderate the relation between the both variables, such that weakening the relationship. Training and development were found to be ineffective as a moderator in the relation of perceived threat of COVID-19 and employee retention.

Organisations spend a lot of resources for training talented employees and making them worthy, retention of such employees is a crucial task for an organisation. The target of the current study was to research explicit maintenance factors that prompted the authoritative responsibility of high innovation workers. The sample for the data is collected from the 62 expert IT professionals from a reputed IT company in Chennai. The Organizational Commitment Scale and a maintenance factor estimation scale were managed. The most applicable logical variables were pay, work qualities, employee’s assistance and work/life balance strategies, which seemed to impact the improvement of hierarchical responsibility in high innovation employees or representatives. The implications of the study are also examined. The study focuses to help the organizations to determine the retention strategies for the maintenance of employees.

This study has been conducted to examine Employee Retention Strategy used in the IT sector to retain their employees. Employee Retention refers to the different practices which let the employees retain in an organisation for a longer period of time. Each organisation invests time and cash to prepare a new employee, make him a corporate prepared material and carry him at standard with the current employees. The organisation is totally at loss when the employees give up positions once they are completely prepared. Employee retention considers the different estimates taken with the goal that an individual stays in an organisation for the greatest timeframe. Retention strategies are policies and plans that organisations follow to decrease worker turnover and attrition and guarantee employees are locked in and gainful long haul. The critical test for organizations is guaranteeing a retention methodology lines up with business objectives to guarantee the most extreme degree of profitability. The questionnaire was conducted to gather primary data, and it is directly led from the employees to recognize the elements that make them resolved to serve their current organisation. The findings of the study reveals that the increase in rewards and recognition, good working environment, supervisor support and contribution of increased supervisor support career opportunity has a positive significant impact on Employee Retention in the IT sector.