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Orientation: Human resource (HR) practices have a significant impact on building the perceptions that define the relationships between employees and employers. Hence, it is imperative to develop further knowledge on how these HR practices impact employee retention within the higher education context.Research purpose: The purpose of this study was to examine the relationship between various HR practices and employee retention in an organisation. The article also investigates the effect of HR practices across employees of various demographic backgrounds, such as citizens and expatriates.Motivation for the study: The limited research was conducted on employee retention in higher education despite the fundamental role that higher education institutions play in driving innovation, developing knowledge capital and research and development.Research design: Descriptive statistical analysis and multiple regression analysis with a sample size of 270 employees working across three higher education institutions in the United Arab Emirates (UAEs).Main findings: The findings showed that HR practices can improve employees’ retention, with moderate positive perceptions amongst UAE citizens, but an unsatisfactory level of perception and effect of human resource practices amongst expatriates.Practical implications: The results indicate a difference in the effects of HR practices across various demographics within the same the section. Hence, HR management should be looking at a unification of HR practices to obtain unified results in loyalty, commitment and employee retention.Contribution: However, the results also indicated that this gap in employees’ retention can be minimised by improving on empowerment and compensation and benefits, with even more enforcements of training.

The objective of this paper is to contribute to the knowledge on social innovation for education and resource development. The study combined two related constructs: social innovation and the administration of refugees in a camp environment. Existing research has studied social innovation. However, there is limited research on social innovation in the context of refugees. This study offers a comprehensive approach by defining social innovation contextually and determines if certain knowledge can be classified as social innovation. The results would indicate that social innovation projects do exist within the human resource development, political influence, social and entrepreneurial frameworks. Hence, in contributing to the theory on social innovation, further work should focus on the context in which the social innovation is studied, as the context could affect the outcome. The findings will be of value to future investments in both social innovation and social entrepreneurship, in particular within socially deprived environments.

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