employee retention practices

ijcrb.webs.com

DECEMBER 2011

INTERDISCIPLINARY JOURNAL OF CONTEMPORARY RESEARCH IN BUSINESS

VOL 3, NO 8

LOSING YOUR BEST TALENT: EMPLOYEE RETENTION THE
DILEMMA OF TEXTILE INDUSTRY
A CASE OF TEXTILE SECTOR
Dr. Nadeem Sohail
Principal, College of Commerce, GC University Faisalabad, Pakistan
Aysha Muneer
Research Scholar, Superior University Lahore, Pakistan
Yasir Tanveer
Lecturer, College of Commerce, GC University Faisalabad, Pakistan
Hussain Tariq
Lecturer, College of Commerce, GC University Faisalabad, Pakistan

Abstract
Retention of employees is one of the most important ongoing practices of human resource management. Employee’s turnover is a major organizational menace. The problem is being faced by different organizations of almost all the countries. Organizations are trying different plans to get maximum output from employees without their involvement. Retention is one of the main factors that could help in achieving the required results. This study elaborates the retention of employees; its benefits and factors that may help to retain the best talent of the organization. Data was collected through 145 questionnaires out of which 120 were received.
The research findings prove significant relationship of career path with employee retention.
This study will help textile organizations to find out various factors effecting higher turnover and to revise their current policies for further improvements.
Keywords : Employee Retention, Career Path, Employee Involvement, Textile Sector,
Pakistan

Introduction
Pakistan has a diverse economy that includes textiles, chemicals, leather products, food processing, financial services, telecommunications, retail, automobile manufacturing, light and heavy armaments, agriculture and other industries. Textile industry is a major contributor to the national economy in terms of exports. In Asia Pakistan is on the 8th position for the export of textile products. It is the 45th largest

References: Chapman, C. (2009), Retention begins before day one: orientation and socialization in libraries, New Library World, Vol.110, No.3/4, pp Friedman, L. (2006), Are you losing potential new hires at hello?, Training and Development, Vol Gentry, A. William., Kuhnert, W. Karl., Mondore, P. Scott. (2007), The influence of supervisory-support climate and unemployment rate on part-time employee retention A multilevel analysis, Journal of Management Development, Vol.26, No.10, pp. 1005-1022 Guthrie, P Hacker, C.A. (2004), New employee orientation: make it pay dividends for years to come, Information Systems Management, Vol Hansen, F. (2002), Currents in Compensation and Benefits, Compensation & Benefits Review, Vol.34, No.7, pp 7-21. Hannay, M. & Northan, M. (2000), Low-Cost Strategies for Employee Retention, Compensation & Benefits Review, Vol.32, No.65, pp 65-72. Hiltrop, Jean-Marie. (1999), Human Resource Practices to Attract and Retain Talent, European Management Journal, Vol.17, No.4, pp Oldham, R. Greg & Brass, J. Daniel. (1979), Employee Reactions to an Open-Plan Office: A Naturally Occurring Quasi-Experiment, Administrative Science Quarterly, Vol.24, No.2, pp. Pierce. L, Jon., Rubenfeld. A, Stephen., Morgan, S. (1991), Employee Ownership: A Conceptual Model of process Effects, Academy of Management Review, Vol.16, No.1, pp Romzek, S. Barbara (1989), Personal Consequences of Employee Commitment, The Academy of Management Journal, Vol.32, No.3, pp Rousseau, M. Denise. (1990), New hire perceptions of their own and their employer 's obligations: A study of psychological contracts, Journal of Organizational Behavior, Vol.11, Vos, D. Ans., & Meganck, A.(2009), What HR managers do versus what employees value Exploring both parties’ views on retention management from a psychological contract