Identifying factors for employee retention using computational techniques: an approach to assist the decision-making process

Abstract

In the today's competitive environment, employee retention is a challenge faced by many industries. This work aims to identify the factors that influence employee retention. This is done using employees' feedback and various computational techniques. A survey is conducted within multiple sectors to collect data. The questionnaire is divided into two parts: the first part includes demographic information, whereas the second part contains questions pertaining to employees' job description and their satisfaction. The questions on the second portion are based on theories like Herzberg's duality theory, expectancy theory, social cognitive theory, and sociocultural theory. These theories are further linked with factors like motivation, recognition and reward, bullying and work harassment. Later, the frequent items mining technique from the domain of data mining is utilized to identify the frequent factors from an employee perspective toward better retention rates. A test is also conducted to ensure the reliability of the data. The obtained results indicate it to be 87% reliable. A comparison between two frequent items mining methods indicates four times quicker performance of the k Direct Count and Intersect (kDCI) method in identifying key retention aspects from the data. A tool is utilized for analysis of variance (ANOVA) and exploratory factor analysis (EFA) tests to find factors crucial for retaining employees. The result identifies that work environment, reward and recognition, work performance, supervisory support, and income have high impact on employee retention.

Challenges of Talent Retention: A Review of Literature

“…This causes people from every corner of the world to work at any of their desired companies (Collings et al, 2022). Today, companies are competing not only for customers but also for talented employees (Halim et al, 2020). Thus, losing a resourceful human talent can have a devastating effect on companies.…”

Academic-industry partnership framework of Mariano Marcos State University

“…The next concept is focused on retention. Retention on the other hand according to Halim, et al [36] will sustain individuals' knowledge, lessen cost of employment replacement, and maintain competitive advantage which reflects the industry or the company's productivity. Turnover in this case is not referring to employees leaving in the university but rather the rotation or changing the assignments of the personnel involved in the partnership engagement.…”

Identifying And Analyzing Factors Influencing The Turnover Rate In Selected IT Companies

“…In this paper, we aim to delve into the intricate landscape of turnover within the IT industry, focusing on renowned companies such as Tata Consultancy Services Limited, Tech Mahindra, Wipro Tech Limited, Infosys, C-DOT, ITI, Rail TEL, and MTNL. The IT industry stands at the forefront of global economic transformation, acting as a key driver in shaping the digital landscape [8], [19], [21]. Characterized by rapid technological advancements, dynamic market conditions, and intense competition, this sector poses unique challenges and opportunities for both employees and employers [13].…”