Hrmt20024 Managing Human Resources Answers Assessment Answers

Article 1: Terera, S. R., & Ngirande, H. (2014). The impact of rewards on job satisfaction and employee retention. Mediterranean Journal of Social Sciences, 5(1), 481. Doi:10.5901/mjss.2014.v5n1p481

Article 2: Ozolina-Ozola, I. (2014). The impact of human resource management practices on employee turnover. Procedia-Social and Behavioral Sciences, 156, 223-226. Doi: 10.1016/j.sbspro.2014.11.178

Impact Of Rewards On Employee Turnover And Retention

Objective – The objective of this study to understand the effect that a reward system has on the satisfaction of the employees of an organisation and thereby retaining them to work in the organisation for a longer period of time.

Method – The method data gathering that has been used in this study is primary data. The researcher has gathered primary information through a series of questionnaire.

Argument – The study established three aspects of the research. Firstly it is determined that rewards have no relation to job satisfaction of the employees. The results that are derived in the study shows that the reward system would have no effect on the job satisfaction. However, there is a positive relation between the rewards and the retention of employees. This shows that if an employee receives more and more rewards, then they are likely to stay in the organisation for a longer period of time. The third aspects of the research showed a relation between the job satisfaction of an employee and their retention which shows that if the employees are satisfied with their jobs then they will stay in the organisation.

Conclusion – The study concluded that rewards might play an important part in the retention of the employees of an organisation but they have no control over their job satisfaction. Therefore, a proper reward structure has to be implemented in the organisation.

Effects Of Human Resource Management On Employee Retention And Turnover

Objective – The main objective of this research is to understand the different practices of human resource management which is responsible for the reduction of employee turnover and retaining the employees.

Method – The researcher took the help of secondary data for this research and incorporated both qualitative and quantitative forms of data to complete the research.

Argument – The study shows that certain HRM practices could help in the reduction of employee turnover such as proper recruitment and selection of employees who are hard working and fit for the organisation, training the employees and giving them a chance to develop and grow in the organisation, giving them rewards and compensations for their performance, communicating with them and understanding if they have any issues, providing them equal opportunities based on their merit and skills, providing them job security and giving them the proper place in the organisation. However, there is still a lack of a proper research which helps to understand the objective of the study.

Conclusion – It has been concluded in the study that due to the lack of proper researches in this field, it is necessary to conduct future researches to determine correct results. However, the practices that has been determined as of now need to be established for retaining the employees.

Contribution Of Articles To The Topic

Both the articles have helped to understand two different aspects of employee retention and turnover. The first article have helped to determine that rewards provided to the employees do have an active contribution in the retention of employees as the employees feel more valued and they have financial gain which makes them eager to stay and work hard for the organisation. The second article points out certain practices of HRM which if implemented properly would help to reduce the turnover of employees in the organisation.