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Employee Retention Paper

1311 Words6 Pages

In today’s world, one of the biggest challenges for employers is retaining top talents and employees. It has been noticed that employer sees liability around and asset in HR is missing. This is mostly because these employees are not properly engaged. The paper aims to find out the Effect of Employee Engagement as a tool for Employee Retention in the Banking Sector. Secondary data has been used to carry out the research. The findings of this research shows that there is a strong relationship between Employee Engagement and Employee Retention among employees in the banking industry.

An engaged employee is a person who is fully involved in, and enthusiastic about, his or her work. This is possible only if the employee has feeling of ownership …show more content…

In 2008, we introduced a pilot to understand and address the root causes of employee turnover in the growth markets of India and the UAE. In India, employee attrition has reduced by 7% since the approach was introduced.’’
Attention should be given to the following questions, such as Do banks apply good HR practices to retain their key employees? Is there problem of high employee turnover in banking industry? Are employees satisfied with their present job? And are banks applying employee retention strategies such as engaging employees? How does financial industry behave with white elephants who have become non-productive?
The steps management in banks may take to enhance the level of engagement of the employees are as …show more content…

Sample for the study consists of 51 sales executives of a manufacturing organization located in the National Capital Region. Data were collected with the help of an 80-item "structured" questionnaire and analysed using the SPSS package. The findings show an across- the-board low rating on all 14 parameters of the study. Multiple regression analysis revealed that four out of the 12 potential predictors, all of which belong to the situation within which the employees are working, are the critical determinants of employee engagement.
Jyotsna (2007), conducted research on “Talent management strategy of employee engagement in Indian ITES employees: Key to Retention”. The present study indicated that a good level of engagement may lead to high retention, but only for a limited time in the ITES sector. The need for a more rigorous employee engagement construct is indicated by the study. Practical implications for retention in the BPO/ITES sector are referred to employee

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