Asian Journal of Management

Ritu Gandhi Arora ¹

Affiliations
1 Department of Management Studies, DAV Institute of Management, Faridabad, Haryana, IN

Abstract

Employee retention is a critical component in managing human resource flow. In this era of unpredictable market and organizational changes, organizations must create an environment where today's top talent can thrive. Individuals once being trained have a tendency to move to other organisations for better prospects. Lucrative salary, comfortable timings, better ambience, growth prospects are some of the factors which prompt an employee to look for a change. Whenever a talented employee expresses his willingness to move on, it becomes the responsibility of the management and the human resource team to intervene immediately and find out the exact reasons leading to the decision. The retention of human resources has been shown to be momentous to the development and the accomplishment of the organization's goals and objectives.

Using a sample of 250 bank professionals this study attempts to explore the main factors and also the retention approaches that may be used to keep the employees in private sector banks. 250 surveys distributed to bank workforce and the survey questions were designed to determine major factors specially organization culture and benefits responsible for retention and Present Retention Strategies.

The result of the study shows that the culture in private banks is based on openness and trust, effective communication and good deal of time spent by supervisor listening to employees' ideas and suggestions.

Keywords

Organization Culture, Attrition and Retention, Compensation and Benefits, Flexi Timings, Work Life Balances.

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Ritu Gandhi Arora ¹

Affiliations
1 Department of Management Studies, DAV Institute of Management, Faridabad., IN

Abstract

In today’s aggressive business environment, the challenge of sustaining competitive advantage pre-occupies the minds of most business and government leaders. It has become common practice that internet executives are spending far more time on recruiting than they ever did in the old economy, and they worry far more about how to keep the talent once won. The intensity of this concern has become even greater since April, 2000, when the deluge of investment funding dried to a trickle. E managers are now painfully aware that they must be able to motivate people to come, to stay and to make great contributions. The main objective of this paper is to explore the role of social networking sites e.g. face book, linked. In etc. on employee performance which includes skills, productivity and knowledge of employees and influence of social media on performance of generation Y. Using a sample of 125 professionals this study attempts to review and analyze the effect of rising use of social Networking sites on employee’s performance i.e. skills, knowledge, productivity and its influence on retention of Generation Y. The result of the study shows that the Results show that there is a positive correlation between all the parameters of employees’ performance i.e. skills of employees, their productivity and knowledge. Also social learning is rapidly gaining precedence as preferred learning practice in organizations. Gen Y prefers relationship building with peers and supervisors which can be achieved through social media-enabled interactive conversations which help in building supportive culture and improves their stay in organization.

Keywords

E-Networking, 21^st Century Working Population, Generation Y, Talent Management, Employee Performance.

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Anushree Chauhan ¹, Manisha Goel ², Ritu Gandhi Arora ³

Affiliations
1 Assistant Professor, Department of Management Studies, YMCA University of Science and Technology, Faridabad, Haryana, IN
2 Associate Professor, Department of Management Studies, YMCA University of Science and Technology, Faridabad, Haryana, IN
3 Professor, Department of Management Studies, DAV Institute of Management, Faridabad, IN

Abstract

Motivation is a force which moves persons in the desired direction. Motivated workforce is the strength of an organisation and ultimately of a nation. Academicians especially those of higher education are responsible to shape the future workforce. The strength of a nation thus depends on the motivation of higher education academicians. Keeping this in mind, the present study has been carried out focusing on analysis of various factors obtained through EFA, affecting academician’s motivation. These factors are used to analyse the impact of various organisational variables (Nature of organisation, Job nature, Total Academic experience and experience in present organisation) of the academicians of higher education, on their motivation, at different designations (Assistant professor, Associate professor, Professor). This interaction has been studied with the designation using Mean, ANOVA, and, ANOVA Factorial and Post Hoc test. The results clearly indicate that the factors of motivation significantly differ across different designations and organisational variables have an influence on motivation of academicians at different designations.

Keywords

Motivation, Academicians, Higher Education, Organisational Variables, Exploratory Factor Analysis, ANOVA Factorial, Post Hoc.

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