Literature review

Businesses face an extremely challenging task of recruiting and retaining the talents, at the
time having to manage talent loss through negative business sentiment or individual turnover.
Losing a talent not affects the productivity of the company but also creates a gap in execution
capability and team structure. Sometimes it also has negative impact in the business world
which can cause long term damage to the business. (Dr. K. Lavanya Latha )
Companies follows a lot of policies and practices in employee retention and make employees
committed to the company. Few of the companies followed 'revolving door policies' and were
quick enough to fill the vacant position with an eager candidate. Companies now-a-day spent a
lot of effort, time and money to make employees valuable resource for the company and take a
lot measures to secure their loyalty so that there is remote chance of leaving the company in
future. (Pettman 1975; Mobley, 1982, Schervish, 1983; Terborg and Lee, 1984)
Employers are very much careful about various factors that cause attrition so that the
employee will be committed to the organization. One of the main factor is functional
incompatibility between corporate management and the employees. Some of the employees
find difficulties to cope up with colleagues and superiors. Another could be employee finds
completely out of synchronization in his/her functional requirement and failing to meet the
employers requirement. Another factor could be the employees remuneration is not as per
his/her expectation. (Shaw, Gupta and Delery, 2005)
Some other factors which are associated with employee retention are (NJOROGE SOPHIA
WANJIRU)

1. Human resource planning: It is to search and recruit the right people for the right job at
the right time through the process of selection, recruitment and training.
2. Organizational culture: It portrays the relationship among employee, attitude towards
customers and the way of performing the task. While recruiting utmost care should be
taken so that the new employee fit into the culture.
3. Job autonomy, content and satisfaction: Freedom, independence and discretion should be
given to the individual to schedule work and complete the assigned work in the way he/she
is comfortable with. The assigned job should create some purpose and satisfaction for the
employee.
4. Training and development: Effective training and development should be conducted to
bridge the gap between current performance and the desired performance, to inculcate
the organizational culture among employees.
5. Feedback system: Proper two-way communication between employees and employees
supervisor to address the challenges faced by employees.
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20that%20influence%20employee%20retention%20in%20manufacturing%20firms%20in%20Nairobi.pdf
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