Employee Retention Australian Organisations â€Myassignmenthelp.Com

Question: Discuss About The Employee Retention Australian Organizations? Answer: Introduction On the basis of the findings of the previous research works it has been observed that in most of the cases the researchers have considered individual differences and individual characteristic attributes as the major causes of employee turnover. These researchers have identified a number of factors which in turn influences a persons propensity to leave the organization (Smithet al., 2011). These factors are mainly the level of satisfaction that a person derives from the job as well as the extent of commitment that the person possesses towards the organization. On the other hand, as specified by a group of researchers that the intention of an individual to leave an organization and level of job satisfaction is mainly controlled or influenced by the commitment of the individual towards the organization (Smithet al., 2011). The effect of organizational and contextual factors over the employee turnover has not always been scrutinized rigorously. The article suggests that the organizationa l factors which are responsible for developing an intention to leave an organization incorporates diversity, level of organizational support, level of job satisfaction and perceived value of justice within the organization. It is also a widely accepted fact that a few quantitative studies based on the effect of human resource management over the employee turnover from the perspective of an organization have focused on the role of human resource management in reducing the employee turnover. Therefore it can be stated that from the employee perspective there are certain studies which exist so that certain comments can be done on some of the common themes. Where are we going? The study under consideration has attempted to examine the existing organizational literature in three distinct dimensions. Primarily it established a distinction between the traditional measure of employee turnover and a new measure of retaining skills. Secondly, in contrast to the previous works this assignment has examined the importance of various management theories which underpins the framework of high performance work groups in detail (Smithet al., 2011). Finally, on the basis of the skillsets of employees over four key group of employees the turnover models have been examined. It has also focused on determining the importance of management philosophies in the context of the high performance work groups. In order to achieve the desired outcome of the research the study has undertaken a survey that involved more than 300 Australian organizations and it has also used the structural equation model. The structural equation modelling system has been used to verify the relations between valid and trustworthy measures (Smithet al., 2011). The research work has been conducted on the basis of the previous literature available in relation to the determinants of employee turnover. In this context both theoretical and empirical research works have been taken into consideration. Afterwards, a primary research has also been conducted to substantiate the findings of the theoretical research.The primary research was conducted on the basis of the aforesaid methodology, the selected population was surveyed through distributing questionnaires. Incomplete response were not considered. Moreover, the research work has followed all the ethical issues as specified. No individuals were forced to provide data and the researchers also ensured to follow the data protection act. How do we get there? In order to collect the primary data so as to achieve the desired research outcome a four-wave mail-out was undertaken, a letter properly describing the research and incentives for the respondents was distributed to the organisations. In addition to these a complete questionnaire coupled with a cover letter and the paid reply envelopes were also sent to the organisations twice. A final selective mail was also sent to an additional 45 organisations which were more likely to respond to the survey. As a result of these activities 335 responses were generated among which 7 responses were not valid as more than 25% questions were unanswered on those questionnaires and those were discarded. Finally 328 responses were taken into account for the analysis (Smithet al., 2011). How do we know when we have finished? The findings of the article broadly depicts the importance learning within the organization in reducing short term employee turnover and retaining skills in the long run. It has also identified a number of skills training and human resource management activities which may seem to be important for individual specific skill categories (Smithet al., 2011). However, it also suggested that general conclusion regarding all the skill categories cannot be provided. What challenges you have experienced in undertaking this activity? There had been several areas, in which challenges have been faced while writing the concerned academic article. However, as the academic article is written in a very descriptive and elaborated manner no serious issues have been faced and the problems encountered by the researcher have been of trivial and solvable nature. However, it can be stated that while determining the key areas where the research work has focused it seemed to be a bit spread as the article has examined three different dimensions. On the other hand, identifying these three dimensions and collating these dimensions with the employee turnover was difficult due to the multidimensional expanse of the areas which have been ventured into. On the other hand, in this specific article the researcher has used a huge database for analyzing data and thereby substantiating the hypothesis. In this context it can be stated that a simple framework could have been used for analyzing the data as that would have been easier and the chances of error would have reduced. Reference List Smith, A., Oczkowski, E., Smith, C. S. (2011). To have and to hold: modelling the drivers of employee turnover and skill retention in Australian organisations.The International Journal of Human Resource Management,22(02), 395-416.