Week VII. The role of Human Resource Management in Employee Retention

The role of Human Resource Management in Employee Retention  Student’s Name Date of Submission Columbia Southern University  Table of Contents Problem Statement and Theoretical Framework Problem Statement Theoretical Framework Application to Business Administration Purpose Statement and Research Questions Purpose Statement Research Questions (and Hypotheses) Variables/Phenomena Research Method and Design Research Method Research Design References Problem Statement and Theoretical Framework Problem Statement   Manuel et al. (2016) and Figueiredo, Pais, Monteiro, and Mónico (2016) argue that the workforce is an imperative asset for creating competitive advantage. Nevertheless, researchers identify that there are numerous challenges that emerge in HRM practices that limit employee retention and the ultimate contribution the workforce has in the organization (Olaimat & Awwad, 2017). Similar insights are expressed an array of researchers who show that the impact of HRM practices by interlinked factors such as globalization, technological innovations, economic development, and increased quality of education and legal provisions have increased competitiveness in the modern business environment (Imna, 2015; Ahmed Qayed Al-Emadi, Schwabenland, & Wei, 2015; Pandey, Singh, & Pathak, 2016). Resultantly, it has become difficult for organizations to create a competitive advantage through strategic management practices because similar conditions and resources are available for all organizations. In this light, there is a need to address the HRM practices that fail to promote employee retention, which is imperative in developing a sustainable competitive advantage. Focus on such issues can contribute in the realization of HRM shortcomings and offer recommendations on how HRM practices can be aligned with organizational objectives. Additionally, despite the growing volume of literature, the changing business environment requires consistent investigation of how employees are managed.Theoretical FrameworkReview of various studies shows that there are various theoretical models that be employed to address the role of HRM practices in employee retention. For this research, the theoretical model considered best to address the research questions, and the general objective of the investigation is the Guest Model. According to Imna (2015), the model draws from the Harvard framework, which focuses on the soft and hard HRM practices and how they affect employee retention. The model was presented by Guest in 1997, who advocated for the development of a theoretical approach that was centered on human resource activities and organizational performance, and a theory that could be employed to relate the two factors. From this perspective, the theory draws from various conceptualizations of the relationship between human resource management and how employee retention influences organizational performance. Drawing from the model, there is a consensus among scholars that increased effectiveness of HRM practices in light of the changing business environment contributes to employee retention and organizational competitiveness (Imna, 2015; Ahmed Qayed Al-Emadi, Schwabenland, & Wei, 2015; Pandey, Singh, & Pathak, 2016). Guest’s theory is premised on lengthy investigations of other theories that include the strategic contingency theory and the AMO theory (Imna, 2015). These lacked to establish the relationship between human resource and performance effectively. The Guest Model offers insights on the strategic and effective approach in human resource practices that when aligned with corporate strategies can result in increased employee engagement.  Reviews by Imna (2015) show that Guest’s model has been applied in a range of academic works and critics of the model such as Karen Legge have found it difficult to counter the model, which makes it appropriate for this investigation. The model is structured on seven critical interlinked HRM practices, which are recruitment, selection and socialization, the flow of labor, the rewarding systems, employee appraisals, training and development, communication processes, and how jobs are design within organizations. Using this theory, the researchers can identify the shortcomings in HRM practices that compromise employee retention and establish how they can be rectified. Application to Business AdministrationThis research will offer insights on the imperative role of HR within an organization and how it contributes to organizational development and sustainability. The findings of this research will help to identify the shortcomings of HRM practices in a dynamic business environment and increased competition for skilled workers in the labor market. In this light, practical applications of the study can be employed in developing strategic HRM practices that foster employee retention. Resultantly, the findings of the study can contribute to knowledge management, talent management, competitiveness, as well as profitability and sustainability of organizations.. Purpose Statement and Research QuestionsPurpose StatementThe purpose of this research is to establish the role HRM has in employee retention. It will identify the practices that support and affect employee retention. The study will also recommend how HRM practices can be structured to enhance employee retention. Research Questions • What is the impact of leadership in HRM practices on employee retention?• What is the relationship between the HRM practices and the intent of an experienced employee to continue working in an organization?• What are the employees’’ attitudes and perceptions associated with HRM practices?Phenomenon The phenomenon under research is the impact of HRM practices on employee retention. The process will involve foc...