Relationship between Human Resource Management (HRM) Practices and Employees’ Retention in a Health Care Institute, Kolkata, West Bengal
Keywords:
Compensation & benefits, HRM practices, Performance appraisal, Recruitment & selection, Retention of employees, Training & developmentAbstract
A descriptive survey was conducted to establish how strategic HRM practices affect employee retention in the non-governmental Health Care Institute, Kolkata, West Bengal. The objectives of the study were to identify the status of employee retention in the Health Care Institute, its existing HRM practices, in terms of recruitment & selection, compensation & benefits, training & development, & performance appraisal, and the relationship between HRM practices & retention of employees. The number of participants were 52, both male & female employees of the College of Nursing and School of Nursing of the Health Care Institute. A simple random sampling technique was used to select the study participants. The data were collected by using a close-ended questionnaire prepared in Google form, containing the demographic profile of participants and its existing HRM practices, in the form of a four-point Likert Scale. After obtaining administrative approval, the link to the Google form was sent to the employees through e-mails. Responses of the employees were analysed and interpreted by using both descriptive and inferential statistics. The findings of the study revealed that only 34.6% of employees were satisfied by retention criteria, which were defined in terms of duration of service of more than three years. Most employees (65.4%) were retained in the Institute for less than three years. The strength of association or relationship of Employee retention was 1.13 times more with the domain of compensation & benefits( OR-1.13, CI: 0.56-1.33). A weak association or relation was found between employee retention and recruitment & selection of employees (OR-0.45, CI:0.18-0.88). A weak association also exists between training and development and performance appraisal strategies with employee retention (OR-0.3, CI:.28-1.06) and (OR- 0.33, CI: 0.27–1.05) respectively. The project concluded that in the domain of compensation & benefits, 55.7% of employees agreed upon paying maternity and earned leave, 48% of employees disagreed in relation to the availability of paternity leave, and 61.5 % of employees agreed that their selection process is fair.
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