EMPLOYEE RETENTION ANALYSIS: WORK INTEGRATION STRATEGY IN BUSINESS MANAGEMENT INSTITUTIONS

Abstract

The cost of replacing employees impacts both companies and workers. In today’s competitive landscape, attracting and retaining top talent is a critical challenge for organisations. This article examines traditional retention strategies, employment embedding, and factors influencing employee turnover rates. The study suggests enhancements to the four forces model and the job embedding perspective to improve employee retention. By implementing these recommendations, organisations aim to maintain a high-quality workforce and foster new business growth. Businesses face challenges due to limited available talent and high turnover rates, prompting a closer look at the factors driving employee churn and potential solutions. Academic research typically focuses on analysing attitude-driven processes, such as employee job satisfaction and commitment to their employers. High turnover incurs direct and indirect costs for companies, impacting efficiency and productivity. Understaffing resulting from frequent turnover can lead to dissatisfaction and overwork among remaining employees. Addressing employee retention is crucial for organisational success and employee well-being.