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1. Presentation by
Umair Khan Durrani
Amna Batool

2. IMPACT OF
COMPENSATION AND
BENEFITS IN EMPLOYEE
RETENTION AND JOB
COMMITMENT

3. CONTENT:
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▹ INTRODUCTION
▹ LITERATURE REVIEW
▹ CONCEPTUAL FRAMEWORK
▹ METHODOLOGY
▹ PILOT TESTING & LEARNING EXPERIENCE

4. INTRODUCTION:
▹ PROBLEM STATEMENT:
Problem identified through literature shows that:
⬝ Availability of better alternatives,
⬝ Unsynchronized goals of employee and his
organization.
⬝ Dissatisfaction at current workplace
⬝ Bad Relationship with immediate boss and
coworkers leads to turnover for many
employees.
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5. SIGNIFICANCE OF STUDY:
The significance of this study lies in the fact that no
organization on earth can execute its tasks duties and
responsibilities without hiring human resources that
would fill their positions and perform to get profits and
gain a competitive advantage. The key aspect that
deserves utmost attention is how employers treat
employees once they perform their jobs.
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6. INTRODUCTION:
▹ PURPOSE OF THE STUDY:
 To identify what makes an employee “want to stay”
with an organization and what factors of
compensation and benefits lead to employee
retention
 To determine the compensation and benefits
strategies relationship with employee retention and
job commitment
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7. LITERATURE
REVIEW 6

8. FACTORS INFLUENCING EMPLOYEE RETENTION:
1.Effective and successful implementation of HR strategies such as employee empowerment, capacity
development, and promotion offer to serve as essential predictors of employee retention (Saleem & Affandi, 2014)
2.Giving appropriate rewards and appreciations boosts the morale of an employee and lead to
organizational justice along with employee retention. (Lamba & Choudhary, 2013)
3. Creating a healthy working environment for employees also helps with retaining employees as
employees are regarded as assets of an organization and their presence is said to be competitive
advantage in order to achieve organizational goals. (Munish, R. A., & Agarwal, 2017)
H1: -Provision of Training opportunities have a positive impact on employee retention
H2: -A healthy working environment, immediate boss behavior, and the respected status of an employee
are directly related to employee retention
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9. COMPENSATION & BENEFITS AND EMPLOYEE RETENTION
1.Literature available on employee retention in relationship with compensation and benefits shows that
incentives, comparative salary level and motivation systems provide an opportunity to employers to
retain their human resource (Dovlo, 2003)
2.Proper compensation suitable with responsibility will also increase the sense of responsibility for the
task given to the employees (Bryant & Allen, 2013).
3. Incentives and rewards that are linked with performance such as increment in salary and commission
are some of the monetary strategies opted by organizations to provide compensation and benefits to
employees and hence results in employee retention. (Imna & Hassan, 2015).
H3: -: Provision of health and security packages to employees has a positive relationship with employee
retention.
H4: - Provision of fair rewards to an employee will increase the chances of employee retention
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10. COMPENSATION & BENEFITS AND JOB COMMITMENT
▹ 1. Literature demonstrates that Extrinsic and Intrinsic rewards show a positive
relationship with the commitment among employees in hotel industry organizations (Woehr et
al., 2007).
▹ 2. According to (Becker, 1960) a hierarchy of needs can improve employee’s commitment
and motivation.
MODEL OF COMMITMENT
a. Affection for your job
b. Fear of loss
c. Obligation to stay
H5: Perceived costs incurred at the employee’s end leads to less turnover and ultimately retention.
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11. CONCEPTUAL FRAMEWORK :
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12. METHODOLOGY:
▹ RESEARCH DESIGN: Quantitative Study
▹ RESEARCH METHOD: Survey
• Online questionnaire powered by google forms
• 2 Sections
• Demographics ( Gender, Age, Education,
Job level)
• Statements adapted to determine
relationship between independent and
dependent variable
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13. METHODOLOGY:
▹ POPULATION
 Individuals working at private sector
organizations from Lahore. (Educational
& Industrial Sector)
▹ SAMPLING:
 Convenient Sampling
 Sample size 75-100
▹ DATA ANALYSIS:
⬝ SPSS
⬝ Regression Analysis
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14. ETHICAL CONSIDERATIONS
Data will be kept confidential, neither it will be
shared with any third party nor used for marketing
purposes. However, results can be shared to improve
the working experience of employees working at
private sector organizations.
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LIMITATIONS:
Data collected can not be generalized to other
sectors such as health sector.

15. FUTURE RECOMMENDATIONS:
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After going through the literature available on this topic,
we would like to recommend that future researchers
should prefer to fill gaps in literature mainly focusing on
health sector in order to provide better learning
experience to our health care professionals

16. PILOT TESTING
EXPERIENCE
Let’s start with the
“CHALLENGES”
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17. “
CHALLENGES
▹ Unresponsiveness
kind reminders & keep checking on
respondents
▹ Communication barrier
We were somehow unable to explain the
respondents the context of the study because
of ongoing pandemic situation as the
conversation was made through text messages.
▹ Lack of Trust
Feedback question not answered by 90%
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18. “
FEEDBACK
▹ Rating response instead of
likert scale
▹ Add an age slot for 18-22 years
employees
▹ Relevant & Understandable
statements
▹ Well -Designed
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19. ▹ Approaching people to get their point of view was
difficult as very less people were willing to pay attention,
that’s why we kept on asking them without causing
inconvenience for them.
▹ Understanding and practicing research concepts
practically was a very first experience for us and we
enjoyed it a lot.
▹ We learned to use referencing software which saved out
time.
▹ Overall, for this course we are now well aware about the
key concepts of the research and the learning
experience is everlasting.
LEARNING EXPERIENCE:
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20. THANKYOU 
ANY QUESTIONS?
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