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Human Resource Management for Employee Retention

Problem Statement

Employees satisfaction is one of the major problems companies should deal with. Irrational management can cause staff turnover and decreased performance which directly affects the efficiency of the company. According to the practical data, employees’ job satisfaction is one of the most vital factors in a company’s management (Albrecht, Emil and Andrew, 2020). The problem which is addressed in the current research is Human Resource (HR) Management strategies implementation within the company and its impact on employee satisfaction and retention.

Literature Review

Islami, Mulolli, and Mustafa (2018) discuss the Management by Objectives HR method to increase the performance appraisal. Alnaser, Alshurideh, and Kurdi (2020) examine the theoretical approach to developing employees’ satisfaction related to a company’s success. Restiana and Zulkarnain (2021) access the employees’ learning’s impact on generals’ satisfaction levels. Rybakova and Lukyanova (2022) consider the employee’s motivation as one of the essential factors in avoiding staff turnover. Hyatt et al. (2019) offer the model of increasing the employees’ satisfaction level. Barabashev et al. (2021) describe factors influencing job satisfaction and retention of employees. Bail and Zierler (2018) analyze the role of teamwork and collaboration in employee satisfaction. McCreary (2020) addresses the psychological aspects of job satisfaction and retention. Adriano and Callaghan (2020) emphasize the role of career opportunities in improving employee work satisfaction. Ledimo, Martins, and Sabbagha (2018) provide the methodology to predict staff retention. Basyuk and Sushchenko (2019) access motivation as a long-term success factor of the company. Szyjewski (2020) provides the technologically-related aspects necessary for preventing staff turnover. Keegan, Kuhn, and Meijerink (2021) address satisfaction-related innovations in HR management.

Aims and Objectives of the Research

The study aims to analyze the Goodard Catering Group Antigua LTD from the perspective of HR management strategies. The primary objectives of the research:

  • evaluate the current HR management strategies;
  • analyze the staff turnover within the company;
  • research the theoretical aspect of HR management;
  • provide a reliable strategy to improve employees’ satisfaction.

Research Methodology

The series of questionnaires will be used to gain information about the employees’ satisfaction levels. The correlational analysis will be held to compare and contrast the acquired data with the theoretical base of HR management approaches. Individual interviews with twenty subjects participating in the research also will be conducted. The research will also include the focussed group discussion. It will help to gain the valuable reflection of the employees and estimate the working atmosphere and corporative culture.

Significance of the Research

The theme of research is significant in developing a more employee-oriented management strategy. Highlighting how workers’ development and job satisfaction can change the company’s total performance contributing to creating more ethical business. The discussion of this topic based on a particular example can empower the companies to restructure the HR approach. Thus, this topic is relevant for HR practices and the whole economy and business sphere in general.

Scope of the Research

Particular limitations of the planned research should be discussed. First, the insufficient sample size should be mentioned. The total number of twenty people is small. This causes another issue correlated with the reliability of acquired results. The analysis can be applied within one discussed organization or other pretty small units. The results cannot be treated from the global perspective. The elimination of bias from the subjects or their authorities is also one of the significant limitations.

Gantt Chart

Figure 1

The Number Of Activity Activity Description
Activity 1 Designing the questionnaires, discussion, and interview question
Activity 2 Holding the assessment of satisfaction level of Goodard Catering Group Antigua LTD workers
Activity 3 Data analysis and processing
Activity 4 Providing the final results and possible biases and limitations
Activity 5 Estimating to which extent the aim and objectives of the research are achieved

Reference List

Abdullah, N. and Anwar, G. (2021) ‘The impact of human resource management practice on organizational performance’, International journal of Engineering, Business and Management, 5(1), pp. 35–47. Web.

Adriano, A. and Callaghan, C. (2020) ‘Work-life balance, job satisfaction and retention: turnover intentions of professionals in part-time study’, South African Journal of Economic and Management Sciences 23(1), pp. 1–12. Web.

Albrecht, S., Emil. B. and Andrew, M. (2018) ‘Organizational resources, organizational engagement climate, and employee engagement’, Career Development International, 19(1), pp. 67–85. Web.

Ali, J., and Anwar, G. (2021) ‘The mediation role of change management in employee development’, 2019 International Journal of English Literature and Social Sciences, 6(2), pp. 361–374. Web.

Alnaser, A., Alshurideh, M., and Kurdi, B. (2020) ‘The impact of employee satisfaction on customer satisfaction: theoretical and empirical underpinning’, Management Science Letters, 10(15), pp. 3561–3570. Web.

Ardini, N. and Rizky, C. (2019) ‘Enhance employee performance for increase work motivation on Universities Pembangunan Panca Budi Medan’, International Journal in Management and Social Science, 7(8), pp. 67–75. Web.

Bail, D. and Zierler, B. (2018) ‘RN job satisfaction and retention after an interprofessional team intervention’, Western Journal of Nursing Research, 41(4), pp. 615–630. Web.

Barabashev, A. (2021) ‘Public personnel job satisfaction and retention: the effects of perceived image and prestige of government jobs’, International Journal of Public Administration, 44(16), pp. 1435–1445. Web.

Basyuk, D. and Sushchenko, A. (2019) ‘Organization of personnel training in the hr-management system at machine-building enterprises’, International Scientific and Practical Conference, 29, pp. 1–7. Web.

Brass, D., Lepak, D. and Soltis, S. (2018) ‘Social resource management: integrating social network theory and human resource management’, Academy of Management Annals, 12(2), pp.537–573. Web.

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Hezlett, S. A. and McCauley, C. D. (2018). ‘Employee development: the process and practice of work-related learning’, in. Ones, N. Anderson, Viswesvaran, C. and. Sinangil H. K. (eds.) The SAGE handbook of industrial, work & organizational psychology: organizational psychology. Los Angeles: Sage Reference, pp. 235–265.

Hyatt, J., et al. (2019) ‘Specific HR practices and employee commitment: the mediating role of job satisfaction’, Employee Relations, 41(3), pp. 440–435. Web.

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Ledimo, O., Martins, N. and Sabbagha, M. (2018) ‘Predicting staff retention from employee motivation and job satisfaction’, Journal of Psychology in Africa, 28(2), pp. 136–140. Web.

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ApeGrade. 2023. "Human Resource Management for Employee Retention." February 22, 2023. https://apegrade.com/human-resource-management-for-employee-retention/.


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