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Human Resources Essay

9610 words - 39 pages

Table of Content
1.0 INTRODUCTION 2
2.0 LITERATURE REVIEW
2.1 Advantages will benefit the company when the retention rate of the company is high 4
2.2 The activities that the company provides to their employees --------------5
2.3 The problems or barriers that company faced to ensure the higher retention rate---------------------------------------------------------------------------------------------8
2.4 The factors that will affect employees to retain--------------------------------9

2.5Relationships between retention rate and performance of the company-10

3.0 OBJECTIVE OF THE STUDY 13
4.0 METHODOLOGY 15
5.0 FINDINGS 17
6.0 DISCUSSION 28
7.0 LIMITATION 33
8.0 ...view middle of the document...

Human Resources Management is a distinctive approach to employment management, which seeks to achieve competitive advantage through the strategic deployment of a highly committed and capable workforce, using an integrated array of cultural, structural and personnel techniques. This stated by John Storey. (1995).

Almost every organization now has an exclusive Human Resources Management Department to interact with representatives of all factors of production. The main objectives of this department are developing and applying ongoing research on strategic advances while hiring, terminating and training staff. Generally, the responsibilities of Human Resource Department are understanding employees’ needs and career goals. Besides that is developing positive interactions between workers to ensure collated and constructive enterprise productivity and development of a uniform organizational culture. Apart from that, Human Resource Department is responsible to set a new operating practice to minimize risk and generate an overall sense of belonging and accountability and responsible to empowerment of the organization, to successfully meet strategic goals by managing staff effectively.

2.0 LITERATURE REVIEW

2.1 Advantages will benefit the company when the retention rate of the company is high.

The ability to attract and retain high performing employees is a source of competitive advantage to companies of every size and in every industry (Leonard, 1998). Higher employee turnover rates in organization have resulted organizations implementing aggressive program to manage turnover and retain their critical employees. In this research, the term critical employees are defines as anyone necessary for the success of the organization (Ramlall, 2001). They are talented and skilled and have outstanding performance, whose departure would have significant impact on the organization.

In recent years, attraction and retention of employee has become an increasingly significant aspect of building organizational capabilities to ensure sustained competitiveness (Boxall & Steenveld, 1999). It has been argued that organizations that invest resource in employee attraction and retention turn a potential problem into an opportunity to gain industry leadership (Boxall & Steenveld, 1999). The resource-based view of a firm focuses on how organizations build uniqe “budles” of resource that generate sustained competitive advantage (Boxall & Purcell, 2003). In this context, if non-human resources are generally available to all organizations in particular industries, then quality human resource are a major factor in ensuring organizational performance.

Organizational Human Resource Management practices are important in employee retention. Historically, the design of internal labor market encouraged long-term employment, fostered by a set of interrelated human resource policies designed to reduce quit rates (Doeringer &...

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