This study aimed to identify factors of employer branding that influence employee retention of millennials at Bank XYZ in Indonesia. A survey was conducted of 96 millennial employees to determine the relationship between factors like work-life balance, appreciation, company brand strength, salary, and work environment on employee retention. The study found that these five factors had a significant influence on employee retention. Specifically, providing a good work-life balance, appreciation of employees, a strong company brand, good salary, and a positive work environment were important for retaining millennial talent at Bank XYZ. Addressing these factors through employer branding strategies could help the bank reduce its high employee turnover rates.
Now a days, manufacturing sector recruits & retains multi-generational Workforce which consists of employees from five different generations. It is always a great challenge for organizations to lead a Multi-Generational Workforce (Zero-G – 5G) to achieve their goals & objectives in a competitive era. The growth and development of manufacturing sector depends on the effective management of multi-generational workforce. Manufacturing sector consists of Multi-generational workforce who are different in culture, thought, attitude & perception. It is always a great challenge for the organizations to make goal congruence & bring collaboration among generations. As each generation is unique according to its generational cohort, they act differently on the basis of their ideology & priority. Such organizations face problems while integrating the diversified ideology as senior employees give priority to job security & satisfaction whereas youngsters are satisfied with handsome salary & incentives for which they are ready to change their organizations. Similarly reward & motivational factors make them unique on the basis of their cohort. For example, Traditionalist, the silent generation is motivated by intrinsic reward whereas Baby boomers opt for both challenging task as well as top positions. Similarly, Gen-X prefers balanced work -life whereas Gen-Y, the tech savvy generation is motivated by work from home & knowledge sharing along with dignity. Finally Gen-Z the 5G who are more advanced in technology are motivated by heavy perks & instant rewards. It is an attempt to study & focus on basic factors influencing multi-generational workforce in manufacturing sector - what challenges manufacturing sector is facing while dealing with multi-generational workforce & strategies with the help of which the workforce will attain its goals & gain competitive advantage.
Challenges for hr managers in indian bpo industry with respect to attritioniaemedu
This document summarizes a research study on the challenges faced by HR managers in the Indian BPO industry, specifically regarding high attrition rates. The study identifies 10 key challenges through factor analysis: 1) attrition, 2) interpersonal relations, 3) talent management, 4) leadership, 5) performance management, 6) work-life balance, 7) changing employee expectations, 8) new industrial approaches, 9) compensation, and 10) succession planning. Attrition was found to have the highest eigenvalue and is considered the most important challenge. The study aims to understand the relationship between these HR challenges and attrition. A survey was conducted of 120 HR professionals in BPO organizations in India to gather data.
Demographic Factors as a Predictor of Entrepreneurs’ Success among Micro, Sma...iosrjce
IOSR Journal of Business and Management (IOSR-JBM) is a double blind peer reviewed International Journal that provides rapid publication (within a month) of articles in all areas of business and managemant and its applications. The journal welcomes publications of high quality papers on theoretical developments and practical applications inbusiness and management. Original research papers, state-of-the-art reviews, and high quality technical notes are invited for publications
This study explains factors that influence enterprise creation among graduates within a public university in Malaysia.
The analysis of the data reflects the vision and mission of that university to promote entrepreneurial skills among its
student. This study recognises four factors that influence students starting a business after graduation. These factors
are; 1) individual's intention and characteristics, 2) family background, 3) culture and 4) financial resources.
Individual's intention and characteristics expedite enterprise creation, while family background presents students'
ability to participate in businesses. Culture draws upon cumulative knowledge, experience, belief and values that can
cultivate a person's thought and mindset, meanwhile, financial resources draw upon financial assistance made
available to students for starting-up enterprises. These factors were tested using regression coefficient, reliability and
descriptive methods. This is to ensure data received are legit and valid to use for this study.
Effect of Human Resource Development on Organization Productivity A Study of ...ijtsrd
This study examines the effect of human resource development on organization productivity A study of selected manufacturing firms in Anambra State. The model's estimates were estimated via multiple econometric model of the ordinary least square to ascertain the effect of Learning and Education LandE , Experience and Expertise EandE and Innovation and Creativity IandC on organization productivity of selected manufacturing firms in Anambra State. The results show that Learning and Education LandE , Experience and Expertise EandE and Innovation and Creativity IandC have significant impact on productivity of selected manufacturing firms in Anambra State. This study therefore recommends that Manufacturing firms should strive to employ competent employees in order to improve their productivity. Employees that have developed expertise from experience should be retained and encouraged by firms because they are source of improving productivity. Manufacturing firms should invest in human resource development to produce innovative and Creative IandC employees for the organizations. Manufacturing firms should encourage and include Learning and Education LandE , Experience and Expertise EandE and Innovation and Creativity IandC in their budget because they have been found to significantly impact on productivity of manufacturing firms. Ofodeme, Eugenia Amaka | Ezeanolue Uju Scholastica | Nwakoby, Nkiru Peace ""Effect of Human Resource Development on Organization Productivity: A Study of Selected Manufacturing Firms in Anambra State, Nigeria"" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-3 | Issue-3 , April 2019, URL: https://www.ijtsrd.com/papers/ijtsrd23004.pdf
Paper URL: https://www.ijtsrd.com/management/hrm-and-retail-business/23004/effect-of-human-resource-development-on-organization-productivity-a-study-of-selected-manufacturing-firms-in-anambra-state-nigeria/ofodeme-eugenia-amaka
IOSR Journal of Business and Management (IOSR-JBM) is an open access international journal that provides rapid publication (within a month) of articles in all areas of business and managemant and its applications. The journal welcomes publications of high quality papers on theoretical developments and practical applications inbusiness and management. Original research papers, state-of-the-art reviews, and high quality technical notes are invited for publications.
This document summarizes a study that investigated the dominant types of strategic orientation among telecommunication firms in Nigeria. The study identified technological orientation and market orientation as the two main strategic orientations. A survey was conducted of 123 employees across the major telecommunication firms in Nigeria, with 98 responses analyzed. The results indicated that while both orientations are moderately demonstrated, the firms exhibit a stronger market orientation compared to a technological orientation. The study suggested future research should use a longitudinal design and compare the extent of implementing strategic orientations among companies.
What does it take to succeed in Indonesia?
We asked 82 large-cap and global companies to take a broad look at effective they have been. "Winning In Indonesia" outlines the challenges faced by them and how they are coping in this fluid and exciting market.
Read more to understand what "Winning In Indonesia" requires.
Now a days, manufacturing sector recruits & retains multi-generational Workforce which consists of employees from five different generations. It is always a great challenge for organizations to lead a Multi-Generational Workforce (Zero-G – 5G) to achieve their goals & objectives in a competitive era. The growth and development of manufacturing sector depends on the effective management of multi-generational workforce. Manufacturing sector consists of Multi-generational workforce who are different in culture, thought, attitude & perception. It is always a great challenge for the organizations to make goal congruence & bring collaboration among generations. As each generation is unique according to its generational cohort, they act differently on the basis of their ideology & priority. Such organizations face problems while integrating the diversified ideology as senior employees give priority to job security & satisfaction whereas youngsters are satisfied with handsome salary & incentives for which they are ready to change their organizations. Similarly reward & motivational factors make them unique on the basis of their cohort. For example, Traditionalist, the silent generation is motivated by intrinsic reward whereas Baby boomers opt for both challenging task as well as top positions. Similarly, Gen-X prefers balanced work -life whereas Gen-Y, the tech savvy generation is motivated by work from home & knowledge sharing along with dignity. Finally Gen-Z the 5G who are more advanced in technology are motivated by heavy perks & instant rewards. It is an attempt to study & focus on basic factors influencing multi-generational workforce in manufacturing sector - what challenges manufacturing sector is facing while dealing with multi-generational workforce & strategies with the help of which the workforce will attain its goals & gain competitive advantage.
Challenges for hr managers in indian bpo industry with respect to attritioniaemedu
This document summarizes a research study on the challenges faced by HR managers in the Indian BPO industry, specifically regarding high attrition rates. The study identifies 10 key challenges through factor analysis: 1) attrition, 2) interpersonal relations, 3) talent management, 4) leadership, 5) performance management, 6) work-life balance, 7) changing employee expectations, 8) new industrial approaches, 9) compensation, and 10) succession planning. Attrition was found to have the highest eigenvalue and is considered the most important challenge. The study aims to understand the relationship between these HR challenges and attrition. A survey was conducted of 120 HR professionals in BPO organizations in India to gather data.
Demographic Factors as a Predictor of Entrepreneurs’ Success among Micro, Sma...iosrjce
IOSR Journal of Business and Management (IOSR-JBM) is a double blind peer reviewed International Journal that provides rapid publication (within a month) of articles in all areas of business and managemant and its applications. The journal welcomes publications of high quality papers on theoretical developments and practical applications inbusiness and management. Original research papers, state-of-the-art reviews, and high quality technical notes are invited for publications
This study explains factors that influence enterprise creation among graduates within a public university in Malaysia.
The analysis of the data reflects the vision and mission of that university to promote entrepreneurial skills among its
student. This study recognises four factors that influence students starting a business after graduation. These factors
are; 1) individual's intention and characteristics, 2) family background, 3) culture and 4) financial resources.
Individual's intention and characteristics expedite enterprise creation, while family background presents students'
ability to participate in businesses. Culture draws upon cumulative knowledge, experience, belief and values that can
cultivate a person's thought and mindset, meanwhile, financial resources draw upon financial assistance made
available to students for starting-up enterprises. These factors were tested using regression coefficient, reliability and
descriptive methods. This is to ensure data received are legit and valid to use for this study.
Effect of Human Resource Development on Organization Productivity A Study of ...ijtsrd
This study examines the effect of human resource development on organization productivity A study of selected manufacturing firms in Anambra State. The model's estimates were estimated via multiple econometric model of the ordinary least square to ascertain the effect of Learning and Education LandE , Experience and Expertise EandE and Innovation and Creativity IandC on organization productivity of selected manufacturing firms in Anambra State. The results show that Learning and Education LandE , Experience and Expertise EandE and Innovation and Creativity IandC have significant impact on productivity of selected manufacturing firms in Anambra State. This study therefore recommends that Manufacturing firms should strive to employ competent employees in order to improve their productivity. Employees that have developed expertise from experience should be retained and encouraged by firms because they are source of improving productivity. Manufacturing firms should invest in human resource development to produce innovative and Creative IandC employees for the organizations. Manufacturing firms should encourage and include Learning and Education LandE , Experience and Expertise EandE and Innovation and Creativity IandC in their budget because they have been found to significantly impact on productivity of manufacturing firms. Ofodeme, Eugenia Amaka | Ezeanolue Uju Scholastica | Nwakoby, Nkiru Peace ""Effect of Human Resource Development on Organization Productivity: A Study of Selected Manufacturing Firms in Anambra State, Nigeria"" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-3 | Issue-3 , April 2019, URL: https://www.ijtsrd.com/papers/ijtsrd23004.pdf
Paper URL: https://www.ijtsrd.com/management/hrm-and-retail-business/23004/effect-of-human-resource-development-on-organization-productivity-a-study-of-selected-manufacturing-firms-in-anambra-state-nigeria/ofodeme-eugenia-amaka
IOSR Journal of Business and Management (IOSR-JBM) is an open access international journal that provides rapid publication (within a month) of articles in all areas of business and managemant and its applications. The journal welcomes publications of high quality papers on theoretical developments and practical applications inbusiness and management. Original research papers, state-of-the-art reviews, and high quality technical notes are invited for publications.
This document summarizes a study that investigated the dominant types of strategic orientation among telecommunication firms in Nigeria. The study identified technological orientation and market orientation as the two main strategic orientations. A survey was conducted of 123 employees across the major telecommunication firms in Nigeria, with 98 responses analyzed. The results indicated that while both orientations are moderately demonstrated, the firms exhibit a stronger market orientation compared to a technological orientation. The study suggested future research should use a longitudinal design and compare the extent of implementing strategic orientations among companies.
What does it take to succeed in Indonesia?
We asked 82 large-cap and global companies to take a broad look at effective they have been. "Winning In Indonesia" outlines the challenges faced by them and how they are coping in this fluid and exciting market.
Read more to understand what "Winning In Indonesia" requires.
Entrepreneur as a Career Choice: Interrelationship between Risk Taking, Compe...IOSR Journals
This document analyzes the personal characteristics that influence university graduates' choice to pursue a career as an entrepreneur or non-entrepreneur. It identifies five key factors: risk taking, competitive aggressiveness, proactiveness, innovativeness, and autonomy. The study collected data from 76 respondents and analyzed it using various statistical methods to test how the five factors relate to career choice. The analysis found that proactiveness, risk taking, and competitive aggressiveness significantly influenced the choice to become an entrepreneur, while innovativeness and autonomy were basic characteristics for both entrepreneurs and non-entrepreneurs.
The Effects of Motivation on Staff Productivity/Performance at the Francis Su...iosrjce
The paper examines the impact of motivation on staff performance and productivity in the university
library, using structured questionnaire and interview tools administered on 72 para-professional staff. The
study sought to know what their possible motivating factors are and to what extent they can be influenced for
higher performance and productivity. The result revealed both the factors and the degree of influence in the
following descending order, participation in decision making, job security, challenging work assignment,
monetary reward and job incentives. It was evident that their productivity was at its lowest ebb as further
inquiry revealed that apart from the mass retrenchment of staff in 2004, only three (4.2%) of the staff were
sponsored for training between 2004-2011.Recomendations were made for regular management and staff
dialogue in addition to training of staff on new information technologies as their level of backwardness was
appalling
Career and Life expectations of Gen Y and a recruiter from generation yMain Aisa Hi Hun
This document discusses Generation Y's career expectations and how recruiters can attract them as potential employees. It first defines Generation Y as those born between 1977-1994 who grew up with digital technology. The document then reviews the literature on Generation Y's job search preferences, including their focus on employer brand attributes like career growth opportunities, positive work environment, training, and work-life balance. It also examines how Generation Y relies on digital media and the internet for job searches more than older generations. The aim is to analyze Generation Y's life expectations and what qualities recruiters look for in potential employees from this generation to better attract and recruit them.
Achieving Corporate Competitiveness: The Establishment of Learning Organisati...AJHSSR Journal
ABSTRACT: As an industry providing protection, financial services and financial solution, life insurance plays an active role of informational transformation, which serves to improve the management of all resources in the companies. Obviously, the human resources management practices have a big opportunity to play an important role in supporting the industry to gain the competitive advantage. Human resources management practices, through their learning activities will establish learning organisation, cultivate it and eventually attain the desired competitive advantage. Since a learning organisation is characterised by an efficient organisation in transforming their internal and external resources, it is critical to study on how a life insurance company does the transformation through knowledge and learning activities following Senge‟s theory on the learning organisation (Senge, 2004). Through a comprehensive the utilisation of Resource-Based View, Learning Organisation and Sustainable Competitiveness Advantage theories, a quantitative approach is conducted at Sun Life Financial Indonesia, a dynamic and fast-growing life insurance company. The research tests five hypotheses, which cover the areas of: (1) the influence of mental model of the leader, (2) the influence of building shared vision, (3) the influence of Team Learning, (4) the influence of System Thinking and (5) the influence of Personal Mastery. Based on the research, the study illustrates positive impacts on four hypotheses and a negative impact on the fifth hypothesis. The values above show that all hypotheses have different factor loadings, which are needed for Sun Life Financial Indonesia’s continuous process of Learning Organisation. Those are referring to the study on the Learning Organisation in general to the dimension of personal mastery and building shared vision, which have higher affinity on the organisational competitive advantage. In general, the organisation needs to maintain its Learning Organisation as a part of its HR Strategy. The study provides a set of suggestion which covers the areas of: (1) The on-going careful maintenance of its organisational strategy to attain various sustainable business improvements, (2) The continuous acceleration to produce more talents through its High Performance Culture, and (3) The continuous exercise of Learning Organisation efforts through utilisation of development and career frameworks.
Training and Development Practices and Employees’ Performance in Selected Man...Dr. Amarjeet Singh
Managing workforce diversity in manufacturing organisations has been a problem all over the world including Nigeria. Manufacturing organisations in Nigeria continue to experience occasional drop in performance due to employees’ apathy and non-challant attitudes as a result of high level of dissatisfaction caused by inadequate attention to training and development practices. This study assessed the relationships between training and development practices and employees’ performance in selected manufacturing companies in Nigeria. A cross sectional survey research design was employed, and out of the 1,568 copies of questionnaire that were administered proportionally in the selected manufacturing companies, 1,153 copies were retrieved and found useful. Data were analysed using descriptive statistics and the hypotheses were tested using Analysis of Variance (ANOVA). The results of the findings show f-statistics of 223.717 and so, there is a significant relationship between training and development practices and employees’ performance among Nigerians working in the selected manufacturing companies. Also, f-statistics of 244.391 shows a significant relationship between training and development practices and employees’ performance among other nationals in the selected MNCs. The study concluded that there are significant relationships between training and development practices and employees’ performance in selected manufacturing MNCs in Nigeria.
IMPACT OF TRAINING AND DEVELOPMENT PRACTICES ON EMPLOYEES’ PERFORMANCE: A CAS...IAEME Publication
Employees are the blood stream of any organization, success and failure of any business entirely depends on employees’ skills, abilities and knowledge which lead to employees’ quality performance. The main objective of this research was to study the impact of training and development practices on employees’ performance of six selected NGOs in Jalalabad city of Nangarhar province of Afghanistan. Quantitative technique was used for data collection through survey questionnaire. A set of 237 questionnaires were distributed and received 200 only. Convenient sampling technique was used and data was analyzed with the help of Statistical tools. Regression and correlation models were applied for testing hypotheses. The result depicted that training and development practices in NGOs of Afghanistan significantly influence employees’ performance. Thus, executive level managers in NGOs of Afghanistan must recognize the importance of training and development practices for the enhancement and effectiveness of employees’ performance through a well-designed training policy for future development and success of their workers.
This document summarizes a case study about an apparel factory group in Thailand called Indy Fashion Group that was facing challenges due to rising costs and decided to relocate one of its factories to Laos. The case study discusses IFG's strategic dilemma and decision-making process in choosing between relocation locations in Cambodia, Laos, Myanmar and Vietnam. It describes how IFG ultimately selected Laos due to its similarities to Thailand in language and culture, availability of resources, and political stability. However, IFG then faced new problems recruiting workers due to interference from other factories, which it overcame by developing direct community relationships and partnerships with universities in Laos.
This document discusses soft skills and their importance in the corporate world. It begins by defining soft skills as non-technical, interpersonal skills including communication, attitude, and social graces. These determine effectiveness as a leader, listener, and conflict mediator. The document then discusses that while India produces many technical graduates, there is a gap between their skills and industry demands, as soft skills are often lacking. Soft skills are important for careers requiring interaction with others, and are best learned through practice rather than books alone.
Hrm practices of indian software organizationiaemedu
The document discusses human resource management (HRM) practices in the Indian software industry. It notes that the industry faces challenges like high voluntary attrition, reluctance for employees to transition to management, and difficulties maintaining work-life balance. It also describes strategies that software companies use to retain employees, such as career development opportunities, flexible work schedules, and competitive compensation. The document uses Microsoft India as a case study to illustrate specific HRM practices around recruitment, training, performance management, and creating a supportive work environment.
BeSmart is a non-profit organization in Malaysia that trains and supports youth and young adults who want to start businesses. It aims to help students establish and grow their enterprises. BeSmart's strategy is to train at least 5 students in its first 6-month program, increase student enrollment by 100% annually for 5 years, and have 40% of students start businesses within a year. It faces threats such as low youth interest in entrepreneurship, but seeks opportunities like government scholarships for entrepreneurs. BeSmart will use marketing, partnerships, and promoting benefits of entrepreneurship to address threats and pursue opportunities. It implements a vertical functional structure and decentralized decision-making to support its goals.
This document provides a summary of a project on HR practices in the FMCG sector in India. It includes comparisons of recruitment sources, selection processes, compensation and benefits, performance appraisal, and training and development across several major FMCG companies in India. The key HR challenges in the FMCG sector are also outlined, such as managing knowledge workers, technological changes, developing leadership, and managing change. Overall, the document finds that while practices vary between companies, the FMCG industry in India follows modern approaches to HR.
Revolutionary Effects of Training on Employees Performance in SCB Bank! By: P...Prof.Saghir Javed
Bonjour, Dear Students, How are you? How was your day? How have you been getting up to? I am very happy and curious to share something impressive and informative with you regarding Training and development of SCB Bank. Well I have prepared a Research Paper on Revolutionary Effects of Training on Employees Performance in SCB Bank successfully. I would like all of my students to read the Research Paper and give your precious opinion and suggestion about this Research Paper through your comments on the Research Paper. Your prompt respond will strongly get appreciated and admired with pleasure and best regards by me. Join me on Skype for further consultation regarding Propounded Research Paper of Revolutionary Effects of Training on Employees Performance in SCB Bank . Have a Good Night! May Almighty Allah Shower his countless mercy upon you and make your every dream possible to come true. Stay Blessed and Calm and thanks to Almighty Allah! Amen!
HRM in Higher Education: The Need of the Houriosrjce
This document discusses the need for human resource management (HRM) functions in higher education institutions. It outlines how HRM has evolved from an administrative to a strategic function in organizations. While universities provide education in HRM, most do not apply these practices effectively to their own human resource management. The document argues that universities need dedicated HRM departments to handle strategic functions like recruitment, training, performance evaluation, compensation, and employee relations. This would help universities attract and retain top talent, boost performance, and gain a competitive advantage over other institutions in the changing landscape of higher education.
Challenges faced by the indian organization for human resource developmentIAEME Publication
This document summarizes an article from the International Journal of Marketing and Human Resource Management on the challenges faced by Indian organizations for human resource development. It defines human resource development and discusses common challenges such as a weak education system, lack of continuous employee learning, and insufficient training. The article proposes solutions like improving education to focus more on practical skills, providing on-the-job and continuous training to employees, and allocating proper budgets for human resource development. Overall, the document emphasizes that fully developing employees through training is important to increase motivation and reduce employee turnover.
Challenges in adopting artificial Intelligence in HRM PracticesMd Suliman Hossin
This paper discusses the challenges of adopting artificial intelligence (AI) in human resource management (HRM) practices in Bangladesh. It first provides background on current HRM practices in Bangladesh and the importance of adopting AI in HRM. Some of the key benefits of AI for HRM include reducing work pressures, simplifying processes, analyzing large amounts of data, and saving time. However, adopting AI faces challenges both internal and external to organizations in Bangladesh. Internally, challenges include financial constraints, gaining employee readiness and buy-in due to fears of job loss, and needing continuous training facilities. Externally, challenges involve issues with data backup, hacking, and ensuring data security. The paper aims to bring awareness to policymakers of both
A study of corporatization of civic management (1)prj_publication
This document discusses the need to adopt corporate principles in civic management. It notes that ancient Indian cities like Harappa and Mohenjodaro were well developed due to principles of efficiency, effectiveness, and optimal resource use. However, modern civic management lacks professionalism and fails to optimally utilize resources. The paper argues for civic bodies to incorporate corporate objectives focused on issues like working culture differences, converging objectives, and processes. Specific recommendations include long-term city planning, adequate land allocation, improved transportation, efficient water management, and addressing rural-urban migration. The goal is for civic bodies to effectively serve citizens and improve quality of life, like corporate organizations.
This document presents a conceptual framework for entrepreneurial orientation. It identifies 10 dimensions of entrepreneurial orientation: risk taking ability, entrepreneurial knowledge, entrepreneurial optimism, entrepreneurial scope, funds availability, transformational assimilation, innovation and idea generation, entrepreneur career, social and economic support, and the moderating role of family support. The framework is based on a literature review of 357 papers on entrepreneurial orientation from 1982 to 2017. The conceptual framework contributes a model of entrepreneurial orientation that incorporates philanthropic concern and explores family support as an important determinant for family businesses.
Employee Motivation and Job Performance of Selected Construction Companies in...Dr. Amarjeet Singh
The document discusses employee motivation and job performance in selected construction companies in Rivers State. It aims to examine the relationship between employee motivation as the independent variable and job performance as the dependent variable. A descriptive research design was used to collect primary and secondary data through questionnaires distributed to 100 employees of selected construction companies, of which 90 were returned. The data was analyzed using t-tests and Cronbach's alpha to test three hypotheses on the relationship between employee motivation and job performance. Key findings included a positive relationship between conducive work environment, recognition, and promotion on employee motivation and job performance. The study recommends that construction companies improve their work environment, recognition programs, and promotion policies to boost employee motivation and job performance.
India Employee Speak 2007 Snapshot FinalJuxtConsult
The document summarizes the findings of a large-scale online survey conducted in India in 2007 that sampled over 16,000 white-collar employees. Some key findings included that the average age of getting a first job was 22.7 years, average work experience was 12.6 years, and average job tenure was 4.7 years. The survey also assessed employee satisfaction, motivations, perceptions of different companies, and job search behaviors. The findings were presented in multiple reports available for purchase.
This document summarizes a research study that assessed the impact of public sector interventions on business start-up rates among university entrepreneurship graduates in Nigeria. The study used a mixed-methods approach, surveying 391 graduates and interviewing 10. The results found that graduates exhibited high levels of entrepreneurial awareness and willingness to start businesses despite challenges in Nigeria's business environment. The study recommends that the government continue supporting university entrepreneurship programs and work to address obstacles in the business environment hindering new venture formation.
This document summarizes a research paper that studied the effect of recruitment and selection on employee retention, with employee engagement as a mediating factor. The study was conducted on small and medium enterprises in Nigeria. The findings revealed that recruitment and selection alone do not have a substantial effect on retention, but combining it with employee engagement strategies can significantly improve retention. Specifically, employee engagement was found to mediate the relationship between recruitment/selection and employee retention. The document provides background on recruitment/selection, employee engagement, and retention based on previous literature.
A Quantitative Study on HR and Talent Management in the Service Industry A c...Vernette Whiteside
This document discusses a study that examined the effects of training, pay-for-performance, non-monetary rewards and working conditions on talent retention in Bahrain's service industry. The study obtained data from 476 employees through a survey. The results of the data analysis indicate that training and development, non-monetary rewards, and working conditions are significant determinants of talent retention. However, there may be other unidentified factors that could also impact talent retention.
Entrepreneur as a Career Choice: Interrelationship between Risk Taking, Compe...IOSR Journals
This document analyzes the personal characteristics that influence university graduates' choice to pursue a career as an entrepreneur or non-entrepreneur. It identifies five key factors: risk taking, competitive aggressiveness, proactiveness, innovativeness, and autonomy. The study collected data from 76 respondents and analyzed it using various statistical methods to test how the five factors relate to career choice. The analysis found that proactiveness, risk taking, and competitive aggressiveness significantly influenced the choice to become an entrepreneur, while innovativeness and autonomy were basic characteristics for both entrepreneurs and non-entrepreneurs.
The Effects of Motivation on Staff Productivity/Performance at the Francis Su...iosrjce
The paper examines the impact of motivation on staff performance and productivity in the university
library, using structured questionnaire and interview tools administered on 72 para-professional staff. The
study sought to know what their possible motivating factors are and to what extent they can be influenced for
higher performance and productivity. The result revealed both the factors and the degree of influence in the
following descending order, participation in decision making, job security, challenging work assignment,
monetary reward and job incentives. It was evident that their productivity was at its lowest ebb as further
inquiry revealed that apart from the mass retrenchment of staff in 2004, only three (4.2%) of the staff were
sponsored for training between 2004-2011.Recomendations were made for regular management and staff
dialogue in addition to training of staff on new information technologies as their level of backwardness was
appalling
Career and Life expectations of Gen Y and a recruiter from generation yMain Aisa Hi Hun
This document discusses Generation Y's career expectations and how recruiters can attract them as potential employees. It first defines Generation Y as those born between 1977-1994 who grew up with digital technology. The document then reviews the literature on Generation Y's job search preferences, including their focus on employer brand attributes like career growth opportunities, positive work environment, training, and work-life balance. It also examines how Generation Y relies on digital media and the internet for job searches more than older generations. The aim is to analyze Generation Y's life expectations and what qualities recruiters look for in potential employees from this generation to better attract and recruit them.
Achieving Corporate Competitiveness: The Establishment of Learning Organisati...AJHSSR Journal
ABSTRACT: As an industry providing protection, financial services and financial solution, life insurance plays an active role of informational transformation, which serves to improve the management of all resources in the companies. Obviously, the human resources management practices have a big opportunity to play an important role in supporting the industry to gain the competitive advantage. Human resources management practices, through their learning activities will establish learning organisation, cultivate it and eventually attain the desired competitive advantage. Since a learning organisation is characterised by an efficient organisation in transforming their internal and external resources, it is critical to study on how a life insurance company does the transformation through knowledge and learning activities following Senge‟s theory on the learning organisation (Senge, 2004). Through a comprehensive the utilisation of Resource-Based View, Learning Organisation and Sustainable Competitiveness Advantage theories, a quantitative approach is conducted at Sun Life Financial Indonesia, a dynamic and fast-growing life insurance company. The research tests five hypotheses, which cover the areas of: (1) the influence of mental model of the leader, (2) the influence of building shared vision, (3) the influence of Team Learning, (4) the influence of System Thinking and (5) the influence of Personal Mastery. Based on the research, the study illustrates positive impacts on four hypotheses and a negative impact on the fifth hypothesis. The values above show that all hypotheses have different factor loadings, which are needed for Sun Life Financial Indonesia’s continuous process of Learning Organisation. Those are referring to the study on the Learning Organisation in general to the dimension of personal mastery and building shared vision, which have higher affinity on the organisational competitive advantage. In general, the organisation needs to maintain its Learning Organisation as a part of its HR Strategy. The study provides a set of suggestion which covers the areas of: (1) The on-going careful maintenance of its organisational strategy to attain various sustainable business improvements, (2) The continuous acceleration to produce more talents through its High Performance Culture, and (3) The continuous exercise of Learning Organisation efforts through utilisation of development and career frameworks.
Training and Development Practices and Employees’ Performance in Selected Man...Dr. Amarjeet Singh
Managing workforce diversity in manufacturing organisations has been a problem all over the world including Nigeria. Manufacturing organisations in Nigeria continue to experience occasional drop in performance due to employees’ apathy and non-challant attitudes as a result of high level of dissatisfaction caused by inadequate attention to training and development practices. This study assessed the relationships between training and development practices and employees’ performance in selected manufacturing companies in Nigeria. A cross sectional survey research design was employed, and out of the 1,568 copies of questionnaire that were administered proportionally in the selected manufacturing companies, 1,153 copies were retrieved and found useful. Data were analysed using descriptive statistics and the hypotheses were tested using Analysis of Variance (ANOVA). The results of the findings show f-statistics of 223.717 and so, there is a significant relationship between training and development practices and employees’ performance among Nigerians working in the selected manufacturing companies. Also, f-statistics of 244.391 shows a significant relationship between training and development practices and employees’ performance among other nationals in the selected MNCs. The study concluded that there are significant relationships between training and development practices and employees’ performance in selected manufacturing MNCs in Nigeria.
IMPACT OF TRAINING AND DEVELOPMENT PRACTICES ON EMPLOYEES’ PERFORMANCE: A CAS...IAEME Publication
Employees are the blood stream of any organization, success and failure of any business entirely depends on employees’ skills, abilities and knowledge which lead to employees’ quality performance. The main objective of this research was to study the impact of training and development practices on employees’ performance of six selected NGOs in Jalalabad city of Nangarhar province of Afghanistan. Quantitative technique was used for data collection through survey questionnaire. A set of 237 questionnaires were distributed and received 200 only. Convenient sampling technique was used and data was analyzed with the help of Statistical tools. Regression and correlation models were applied for testing hypotheses. The result depicted that training and development practices in NGOs of Afghanistan significantly influence employees’ performance. Thus, executive level managers in NGOs of Afghanistan must recognize the importance of training and development practices for the enhancement and effectiveness of employees’ performance through a well-designed training policy for future development and success of their workers.
This document summarizes a case study about an apparel factory group in Thailand called Indy Fashion Group that was facing challenges due to rising costs and decided to relocate one of its factories to Laos. The case study discusses IFG's strategic dilemma and decision-making process in choosing between relocation locations in Cambodia, Laos, Myanmar and Vietnam. It describes how IFG ultimately selected Laos due to its similarities to Thailand in language and culture, availability of resources, and political stability. However, IFG then faced new problems recruiting workers due to interference from other factories, which it overcame by developing direct community relationships and partnerships with universities in Laos.
This document discusses soft skills and their importance in the corporate world. It begins by defining soft skills as non-technical, interpersonal skills including communication, attitude, and social graces. These determine effectiveness as a leader, listener, and conflict mediator. The document then discusses that while India produces many technical graduates, there is a gap between their skills and industry demands, as soft skills are often lacking. Soft skills are important for careers requiring interaction with others, and are best learned through practice rather than books alone.
Hrm practices of indian software organizationiaemedu
The document discusses human resource management (HRM) practices in the Indian software industry. It notes that the industry faces challenges like high voluntary attrition, reluctance for employees to transition to management, and difficulties maintaining work-life balance. It also describes strategies that software companies use to retain employees, such as career development opportunities, flexible work schedules, and competitive compensation. The document uses Microsoft India as a case study to illustrate specific HRM practices around recruitment, training, performance management, and creating a supportive work environment.
BeSmart is a non-profit organization in Malaysia that trains and supports youth and young adults who want to start businesses. It aims to help students establish and grow their enterprises. BeSmart's strategy is to train at least 5 students in its first 6-month program, increase student enrollment by 100% annually for 5 years, and have 40% of students start businesses within a year. It faces threats such as low youth interest in entrepreneurship, but seeks opportunities like government scholarships for entrepreneurs. BeSmart will use marketing, partnerships, and promoting benefits of entrepreneurship to address threats and pursue opportunities. It implements a vertical functional structure and decentralized decision-making to support its goals.
This document provides a summary of a project on HR practices in the FMCG sector in India. It includes comparisons of recruitment sources, selection processes, compensation and benefits, performance appraisal, and training and development across several major FMCG companies in India. The key HR challenges in the FMCG sector are also outlined, such as managing knowledge workers, technological changes, developing leadership, and managing change. Overall, the document finds that while practices vary between companies, the FMCG industry in India follows modern approaches to HR.
Revolutionary Effects of Training on Employees Performance in SCB Bank! By: P...Prof.Saghir Javed
Bonjour, Dear Students, How are you? How was your day? How have you been getting up to? I am very happy and curious to share something impressive and informative with you regarding Training and development of SCB Bank. Well I have prepared a Research Paper on Revolutionary Effects of Training on Employees Performance in SCB Bank successfully. I would like all of my students to read the Research Paper and give your precious opinion and suggestion about this Research Paper through your comments on the Research Paper. Your prompt respond will strongly get appreciated and admired with pleasure and best regards by me. Join me on Skype for further consultation regarding Propounded Research Paper of Revolutionary Effects of Training on Employees Performance in SCB Bank . Have a Good Night! May Almighty Allah Shower his countless mercy upon you and make your every dream possible to come true. Stay Blessed and Calm and thanks to Almighty Allah! Amen!
HRM in Higher Education: The Need of the Houriosrjce
This document discusses the need for human resource management (HRM) functions in higher education institutions. It outlines how HRM has evolved from an administrative to a strategic function in organizations. While universities provide education in HRM, most do not apply these practices effectively to their own human resource management. The document argues that universities need dedicated HRM departments to handle strategic functions like recruitment, training, performance evaluation, compensation, and employee relations. This would help universities attract and retain top talent, boost performance, and gain a competitive advantage over other institutions in the changing landscape of higher education.
Challenges faced by the indian organization for human resource developmentIAEME Publication
This document summarizes an article from the International Journal of Marketing and Human Resource Management on the challenges faced by Indian organizations for human resource development. It defines human resource development and discusses common challenges such as a weak education system, lack of continuous employee learning, and insufficient training. The article proposes solutions like improving education to focus more on practical skills, providing on-the-job and continuous training to employees, and allocating proper budgets for human resource development. Overall, the document emphasizes that fully developing employees through training is important to increase motivation and reduce employee turnover.
Challenges in adopting artificial Intelligence in HRM PracticesMd Suliman Hossin
This paper discusses the challenges of adopting artificial intelligence (AI) in human resource management (HRM) practices in Bangladesh. It first provides background on current HRM practices in Bangladesh and the importance of adopting AI in HRM. Some of the key benefits of AI for HRM include reducing work pressures, simplifying processes, analyzing large amounts of data, and saving time. However, adopting AI faces challenges both internal and external to organizations in Bangladesh. Internally, challenges include financial constraints, gaining employee readiness and buy-in due to fears of job loss, and needing continuous training facilities. Externally, challenges involve issues with data backup, hacking, and ensuring data security. The paper aims to bring awareness to policymakers of both
A study of corporatization of civic management (1)prj_publication
This document discusses the need to adopt corporate principles in civic management. It notes that ancient Indian cities like Harappa and Mohenjodaro were well developed due to principles of efficiency, effectiveness, and optimal resource use. However, modern civic management lacks professionalism and fails to optimally utilize resources. The paper argues for civic bodies to incorporate corporate objectives focused on issues like working culture differences, converging objectives, and processes. Specific recommendations include long-term city planning, adequate land allocation, improved transportation, efficient water management, and addressing rural-urban migration. The goal is for civic bodies to effectively serve citizens and improve quality of life, like corporate organizations.
This document presents a conceptual framework for entrepreneurial orientation. It identifies 10 dimensions of entrepreneurial orientation: risk taking ability, entrepreneurial knowledge, entrepreneurial optimism, entrepreneurial scope, funds availability, transformational assimilation, innovation and idea generation, entrepreneur career, social and economic support, and the moderating role of family support. The framework is based on a literature review of 357 papers on entrepreneurial orientation from 1982 to 2017. The conceptual framework contributes a model of entrepreneurial orientation that incorporates philanthropic concern and explores family support as an important determinant for family businesses.
Employee Motivation and Job Performance of Selected Construction Companies in...Dr. Amarjeet Singh
The document discusses employee motivation and job performance in selected construction companies in Rivers State. It aims to examine the relationship between employee motivation as the independent variable and job performance as the dependent variable. A descriptive research design was used to collect primary and secondary data through questionnaires distributed to 100 employees of selected construction companies, of which 90 were returned. The data was analyzed using t-tests and Cronbach's alpha to test three hypotheses on the relationship between employee motivation and job performance. Key findings included a positive relationship between conducive work environment, recognition, and promotion on employee motivation and job performance. The study recommends that construction companies improve their work environment, recognition programs, and promotion policies to boost employee motivation and job performance.
India Employee Speak 2007 Snapshot FinalJuxtConsult
The document summarizes the findings of a large-scale online survey conducted in India in 2007 that sampled over 16,000 white-collar employees. Some key findings included that the average age of getting a first job was 22.7 years, average work experience was 12.6 years, and average job tenure was 4.7 years. The survey also assessed employee satisfaction, motivations, perceptions of different companies, and job search behaviors. The findings were presented in multiple reports available for purchase.
This document summarizes a research study that assessed the impact of public sector interventions on business start-up rates among university entrepreneurship graduates in Nigeria. The study used a mixed-methods approach, surveying 391 graduates and interviewing 10. The results found that graduates exhibited high levels of entrepreneurial awareness and willingness to start businesses despite challenges in Nigeria's business environment. The study recommends that the government continue supporting university entrepreneurship programs and work to address obstacles in the business environment hindering new venture formation.
This document summarizes a research paper that studied the effect of recruitment and selection on employee retention, with employee engagement as a mediating factor. The study was conducted on small and medium enterprises in Nigeria. The findings revealed that recruitment and selection alone do not have a substantial effect on retention, but combining it with employee engagement strategies can significantly improve retention. Specifically, employee engagement was found to mediate the relationship between recruitment/selection and employee retention. The document provides background on recruitment/selection, employee engagement, and retention based on previous literature.
A Quantitative Study on HR and Talent Management in the Service Industry A c...Vernette Whiteside
This document discusses a study that examined the effects of training, pay-for-performance, non-monetary rewards and working conditions on talent retention in Bahrain's service industry. The study obtained data from 476 employees through a survey. The results of the data analysis indicate that training and development, non-monetary rewards, and working conditions are significant determinants of talent retention. However, there may be other unidentified factors that could also impact talent retention.
This summary provides an overview of the key points from the document in 3 sentences:
The document discusses implementing human capital management strategies to improve business performance at Yonly Glass, a glass processor and applicator company in Indonesia. It examines how Yonly Glass can recruit and train skilled workers, establish corporate culture and policies around recruitment, training, performance evaluation and more. The study finds that implementing robust human resource management practices is necessary for companies in this sector to compete successfully.
Employee Profile & Perception of Talent Management in Indian Organizationsiosrjce
This document discusses talent management in Indian organizations. It begins with an abstract that outlines how talent management is important for organizations but can also create perceptions of unhealthy competition among employees. The document then provides background on talent management and discusses how factors like age, gender, education level, and work experience can impact an employee's perception of talent management practices. A survey of four different industries in India found that age, education, and region most significantly affected perceptions, while gender, experience, and job role did not have as large an impact. The document advocates for further study of talent management in India.
Perceived Organizational Prestige and Employee Retention in Microfinance Bank...ijtsrd
Retention of employees is one of the success determining factors of organizations, however, this seems to be difficult for microfinance banks to achieve in Anambra State, thereby necessitating this study to examine the role perceived organizational prestige POP plays in their retention dynamics. The work is anchored on the Herzberg Two Factor Theory. The study adopted a survey research design and the population consisted of 398 employees of the selected microfinance banks and the census method was used. The method of data collection was primary, using Likert structured question, A combination of descriptive and inferential statistics were used for data analysis, and the hypotheses were tested at a 5 level of significance. Findings revealed that training and development has a statistically significant influence on employee retention r = 941 p value 0.05 and that compensation has a statistically significant influence on employee retention r = .948 p value 0.05 in microfinance banks in Anambra State. Sequel to this, it was concluded that perception of people plays a crucial role in the choice of employees to either stay or quit an organization. Hence, it was recommended among others that to retain employees, training and development need to be given a pride of place in the organizations. Onyekwelu Njideka Phina | Nwosu Kanayo Chike | Okeke Patrick Anene "Perceived Organizational Prestige and Employee Retention in Microfinance Banks in Anambra State" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-6 | Issue-5 , August 2022, URL: https://www.ijtsrd.com/papers/ijtsrd50531.pdf Paper URL: https://www.ijtsrd.com/management/business-economics/50531/perceived-organizational-prestige-and-employee-retention-in-microfinance-banks-in-anambra-state/onyekwelu-njideka-phina
The document summarizes innovative HR practices in software organizations and discusses HR challenges in the Indian software industry. It provides details on HR policies and practices of top software companies in India, including effective communication, developing an employee manual, and managing expectations. It also discusses the critical dimensions of best practices such as attracting, developing, engaging and transitioning talent. Finally, it notes the shortage of qualified software talent and arguments on both sides of whether there is truly a shortage.
Innovative hr practices in software organizationiaemedu
This document discusses innovative HR practices in software organizations. It covers several topics:
1) Critical dimensions of best practices such as attracting, developing, engaging, and managing employee transitions.
2) Specific HR practices of Infosys such as satellite centers and sabbaticals to improve work-life balance.
3) HR challenges in the Indian software industry such as managing aspirations, expectations, person-culture and person-job fit, and challenges related to company size and maturity.
4) HR policies of top software companies in India including effective communication, employee handbooks, and addressing harassment.
5) The nature of software talent and skills needed for software projects.
6) Evidence
Employee Attraction and Retention in the 21st CenturyShane van Staden
This document discusses employee attraction and retention challenges in the 21st century. It notes that talent, defined as competence, commitment and contribution, is crucial for competitive advantage but difficult to find and retain. Retaining talent is particularly challenging due to changing worker demands like those of millennials who expect career growth, meaningful work and flexibility. The document recommends organizations change their culture to focus on developing employees, use performance analytics to provide feedback and recognition, and link this to succession planning to improve retention.
This document discusses developing and retaining human capital as a challenge for human resources professionals. It outlines several reasons for employee turnover, including unclear job expectations, lack of growth opportunities, and poor work-life balance. It also notes that different generations have different needs that must be addressed. Common retention strategies mentioned include aligning employee goals with company goals, providing training and career development opportunities, offering competitive compensation and benefits, and ensuring good relationships with supervisors. Developing the right skills is important for human resources professionals to effectively implement different strategies for different employee groups and generations.
This document provides a literature review on studies related to human resource management (HRM) practices in the IT industry. It discusses several past studies that have examined topics like the importance of innovative HRM, challenges in retaining talent, the contextual nature of applying global HRM practices in India given its diversity, and the need for Indian companies to be more proactive in their HRM approaches. The review finds that effective HRM is important for organizational performance but that both multinational and domestic Indian companies need to improve practices such as performance appraisal, training, and benefits. It also notes that retention is a major challenge given high attrition in industries like IT and BPO.
This document summarizes a study examining the relationship between the Big Five personality traits (conscientiousness, agreeableness, emotional stability, extraversion, and openness) and job satisfaction and turnover intention among employees at a Greek call center. The study found that conscientiousness and emotional stability positively predicted job satisfaction and negatively predicted turnover intention, while openness positively predicted turnover intention. It also found differences in personality traits and job attitudes between male and female employees and those of different ages and education levels. The study used standardized personality and job attitude questionnaires with high reliability to assess these relationships.
This document discusses the implementation of human resource management in Zayurku's business plan. Zayurku is a new fast food business in Indonesia that needs strong HRM to succeed. The document examines the role of HRM in Zayurku's startup process and development. It finds that fast food companies must implement effective HRM strategies like training programs to develop employees' food technology skills and meet industry demands. HRM practices like strategic staffing, training, compensation, and labor relations are important for Zayurku to compete effectively in the fast-growing Indonesian fast food market.
Investigating the main factors that influence employee retention at private u...AI Publications
This study aimed to examine the main factors influencing employee retention at private universities in Kurdistan. A quantitative method was used to analyze the data in this study, the researcher prepared questionnaire and distributed in the private universities. The survey was divided into two sections; the first section was demographic analysis which started with respondent’s age, gender, and level of education. The second section of survey consisted of 28 questions regarding factors affecting employee retention. A random sampling method was used in this study. The researcher distributed 140 questionnaires, 115 questionnaires were received and being completed properly and 25 questionnaires were missing. Participants were varied as for age, gender and level of education. The findings revealed that the highest value was for job security, which demonstrates that the degree of employee retention increases by their job security factors.
Article on employee retention & attritionSivajiSamireddi
The study was conducted with 60 Executive employees to know the reasons of leaving and the company wanted to retain the talented minds by fulfilling their expectations. Accordingly, the main reasons and factors were identified and suggested suitably for the betterment of the organisation.
The document summarizes a study on the implementation of human resource management at Sky Garden, a new company providing integrated grief services. It finds that proper HRM, including recruitment, training, compensation and benefits, is necessary for Sky Garden to succeed and compete effectively. The study examines Sky Garden's HRM planning, goals, strategies and the culture and values it aims to develop to support its vision and mission. It concludes that applying HRM appropriately is crucial for Sky Garden to survive and thrive in an increasingly competitive environment.
The document summarizes employee experience and provides two case studies of companies implementing employee experience practices. It defines employee experience as the holistic perception employees have from their interactions with an organization throughout their employment. Both case studies describe implementing employee councils to gather feedback and designing employee experience practices considering employees' needs at all stages from recruitment to employment. They aim to create an environment where employees feel supported, engaged and able to contribute to organizational success.
Employee creativity; empowering leadership and trust in leadersAJHSSR Journal
ABSTRACT :Creativity is the basis of innovation that refers to the intellectual thought process to create new
ideas, ideas, processes, and products by individuals who work together and provide benefits to the organisation.
The purpose of this study was conducted to determine the role and influence of empowering leadership on trust
in leaders, and creativity of banking employees in East Kalimantan and North Kalimantan, Indonesia. The
sample in this study amounted to 637 banking employees with the analysis method used was SEM. The results
showed that empowering leadership, and trust in leaders had a significant positive effect on employee creativity.
It is expected that creativity is able to influence the formation of employee character to do something different
from others which will affect the company's image.
KEYWORDS: Empowering leadership; Trust in leaders; creativity
This document summarizes a research study that examined the relationship between work-life conflict and employee turnover intention in the Sri Lankan apparel industry, with a focus on the mediating role of job satisfaction. The study hypothesized that: 1) there is a negative relationship between work-life conflict and job satisfaction, 2) there is a negative relationship between job satisfaction and turnover intention, 3) there is a negative relationship between work-life conflict and turnover intention, and 4) job satisfaction mediates the relationship between work-life conflict and turnover intention. A survey was administered to 100 operational employees across 10 apparel companies, measuring work-life conflict, job satisfaction, and turnover intention. The results found support for the hypotheses and
1) The document examines the influence of external bailouts on macroeconomic stability in Ghana from 2008 to 2021 using time series data and vector error correction modeling.
2) It finds that while external bailouts have no short-term impact, there is a long-term causal relationship between bailouts and macroeconomic stability as well as with foreign direct investment, GDP, and imports.
3) To improve stability, the authors recommend that Ghana reduce reliance on external bailouts, increase foreign reserves, and expand agriculture and industrialization.
- The document discusses a study on increasing brand awareness of Oranger Mobile, which is a courier service partner of PT Pos Indonesia responsible for pickups, deliveries, and direct sales.
- Brand awareness of Oranger is currently low, as the number of Oranger drivers did not meet targets in 2021 and most respondents in a survey were not familiar with the Oranger brand.
- The study uses a mixed-methods approach, collecting both qualitative data to measure brand awareness and quantitative data to analyze factors influencing awareness. The results show advertising, publicity, sponsorship, and word-of-mouth can increase Oranger's brand awareness.
The document summarizes a study on optimizing the stock portfolio of PT XYZ, a state-owned pension fund company in Indonesia. In 2021, PT XYZ's actual stock portfolio performed poorly, with a return of 0.56% and Sharpe ratio of 2.39%, below targets. Using the Markowitz portfolio model and 5 years of stock price data, the study optimized the 2021 portfolio. The optimized portfolio increased the Sharpe ratio to 21.67% and return to 1.62%, outperforming the actual portfolio. An efficient frontier analysis identified multiple portfolio options with different risk-return profiles. The results recommend PT XYZ use the Markowitz method to improve future portfolio performance and evaluation.
The document analyzes the financial performance of 20 health sector companies in Indonesia from 2018-2021 using various financial ratios and DuPont analysis. It finds that hospital companies generally benefited during the pandemic due to increased patient numbers, while pharmaceutical companies saw mixed results depending on retail and distribution impacts. Specifically, the analysis found that one hospital, Metro Healthcare Indonesia, had the highest average return on equity of 0.26 over the period. Other key findings are also presented regarding factors influencing financial performance changes before and during the COVID-19 pandemic.
This document discusses a proposed marketing strategy for Hirka, a shoe company that makes shoes from chicken claw skin. Hirka currently markets its products through social media, e-commerce, and word of mouth. However, brand awareness and sales are still low due to a lack of marketing and advertising. The products are also currently only available for men. The study aims to identify the target market and appropriate marketing strategy to increase Hirka's brand awareness and purchase intention. A survey was conducted of 206 respondents to assess their brand recognition of and purchase intention toward Hirka's products. The results showed most respondents were unaware of the Hirka brand and had low purchase intention. Various analyses were used to develop marketing strategies,
1) The document proposes a marketing strategy to enhance customer loyalty for RAM Water, a water processor product experiencing declining sales.
2) It reviews literature on customer loyalty and satisfaction and how the marketing mix (7Ps) can impact satisfaction.
3) An analysis was conducted using SEM-PLS to evaluate the relationships between the 7Ps, customer satisfaction, and loyalty using data from 153 RAM Water users. The results showed the 7Ps significantly impacted satisfaction which significantly impacted loyalty.
This document proposes an integrated luggage storage and transportation scheme. It analyzes the current luggage storage market and compares traditional and new "Internet +" models. The proposed scheme designs functional modules like storage, transportation, tourism services and insurance. It provides solutions for different business scenarios like short/long term storage, inter-station delivery, and tourism services. The goal is to improve resource utilization and provide convenient luggage services for travelers.
- The Ecobiz.id platform was created to help farmers in Indonesia by facilitating knowledge sharing and connecting farmers to buyers. However, the platform still lacks interactivity and network effects due to poor existing content that does not meet user needs.
- This study examines how to motivate stakeholders, especially potential content creators, to actively participate and create valuable, interesting, and relevant content for users. Improving the quality and variety of content is expected to increase interactivity on the platform and provide value to users.
- Interviews and observations of stakeholders and users were conducted to understand their perspectives on existing content and how content could motivate involvement and interaction on the platform. The results will help improve content marketing strategies to better engage users.
This document analyzes strategies to increase brand awareness and intention to use PosAja, an application-based delivery service owned by PT Pos Indonesia. It conducts external and internal analyses, as well as surveys consumers to measure brand awareness and factors influencing intention to use. The survey finds low brand recognition of PosAja. Quantitative analysis shows brand logo and advertisements significantly impact brand awareness, while brand name and promotions do not. Further analysis is needed to identify strategies to improve awareness and drive more customers to use PosAja.
This document summarizes a research study that examined the effect of budgetary participation and internal control on managerial performance, with job relevant information as a moderating variable. The study was conducted at three type C regional general hospitals in Jambi Province, Indonesia that had intermediate accreditation levels. The results showed that budgetary participation and internal control positively affected managerial performance. Job relevant information was found to moderate the relationship between internal control and managerial performance, but did not moderate the relationship between budgetary participation and managerial performance. The document provides background information on the hospitals studied, discusses relevant theories, and outlines the research questions and objectives.
This document analyzes and compares environmentally friendly cryptocurrencies with the highest trading classical cryptocurrencies from July 2019 to April 2022. It finds a statistically significant correlation between the values of eco-friendly and classical cryptocurrencies, suggesting investors apply similar investment approaches to both. It also concludes the demand for eco-friendly cryptocurrencies is increasing as the world moves toward sustainability. The study uses daily closing price data from various sources to analyze 7 eco-friendly and 7 highest value classical cryptocurrencies over 34 months. Descriptive statistics of the data are presented in a table.
This document summarizes the evolution and enlightenment of global financial regulatory systems based on a comparative analysis of systems in the UK, US, and China. It finds that financial regulatory systems generally evolve from mixed/centralized models to separated/institutional models to more integrated approaches. The UK and US systems demonstrate a progression from separation to unification to twin peaks models. China's system has transitioned from the central bank as sole regulator to separated then integrated regulation. Key lessons for China include understanding the role of regulation in promoting development while preventing risks, and adapting international best practices to its national context.
This study analyzed the impact of e-service quality (e-servqual) on customer satisfaction and loyalty at Bank Negara Indonesia (BNI). A survey was conducted with 274 BNI customers who use the mobile banking app. The results of structural equation modeling showed that e-servqual has a significant positive effect on both customer satisfaction and loyalty. Customer satisfaction also has a significant positive effect on loyalty. The study concludes that improving e-servqual can increase customer satisfaction and loyalty for BNI, which is important for the bank's future success.
The document discusses intellectual effort and references. It notes that the brain is just a gateway to the mind, and the mind needs to maintain the brain to concentrate on useful thoughts. It also argues that those who do evil will not get an afterlife, and animals cannot attain infinite spiritual energy or an afterlife. The document concludes that solving problems requires analyzing causes, and that politics and total quality management will become more connected over time. Reform requires having a theory and being a bit of a philosopher.
- Evergrande Group, one of China's largest real estate developers, fell into a major debt crisis with total liabilities reaching 1.97 trillion yuan.
- The crisis was caused by deteriorating cash flow, an overreliance on high-leverage financing, and aggressive diversification into unrelated industries.
- Potential countermeasures discussed include restructuring debt through negotiations, asset sales, and government support to stabilize the real estate market and prevent wider economic impact.
- The document discusses strategies for increasing brand awareness and intention to use Pospay, a digital wallet launched by PT Pos Indonesia.
- Currently, 98.5% of Pospay users are PT Pos Indonesia employees, showing low brand awareness and usage outside the company.
- The study analyzes factors influencing brand awareness and usage intention through a literature review, value proposition canvas analysis, and survey data.
- Results show Pospay can create discounts/cashback and develop new features like inter-wallet transfers to boost awareness and intention to use.
The document proposes an integrated marketing communication strategy for KOST.ON3 Residence through benchmarking against competitors. It analyzes KOST.ON3 Residence's external environment and internal capabilities. The proposed strategy focuses on strengthening advertising using third-party platforms to improve brand awareness and reputation based on insights from an integrated marketing communication analysis and customer journey analysis. Using third-party platforms can help KOST.ON3 Residence expand its customer base by developing greater trust in its brand.
This document proposes marketing strategies to improve the performance of Wifi.id Corner, an internet access service provided by PT Telkom Indonesia. It analyzes Wifi.id Corner's external environment using PESTEL, Porter's Five Forces, and competitor and consumer analyses. An internal analysis uses STP and the 7Ps. SWOT and TOWS matrix analyses identify strengths, weaknesses, opportunities, and threats. Based on these, three strategies are proposed: using social media effectively, collaborating with the government and SMEs, and improving Wifi.id Corner's ambience. The goal is to enhance sales by creating purchase intention among consumers.
Datang International is a major Chinese power company that discloses carbon information in its social responsibility reports. The summary analyzes:
1) Datang International's carbon disclosure includes monetary information like environmental fees and subsidies, and non-monetary strategies, measures, and goals.
2) Disclosed strategies commit to green development and increasing clean energy, but some details are lacking.
3) Carbon reduction measures focus on upgrading generator units, developing clean energy, and conserving resources. However, some financial data is not reported.
This document summarizes a research article about the effect of social media marketing and quality of human resources on business development of MSMEs in Maros Regency, Indonesia. The article provides background on the importance of MSMEs to the Indonesian economy. It then reviews literature on topics like the definition of MSMEs, quality of human resources, use of social media marketing, and benefits of social media. The research aims to analyze the effect of social media marketing and quality of human resources on business development of MSMEs in Maros Regency using a quantitative survey method.
Falcon stands out as a top-tier P2P Invoice Discounting platform in India, bridging esteemed blue-chip companies and eager investors. Our goal is to transform the investment landscape in India by establishing a comprehensive destination for borrowers and investors with diverse profiles and needs, all while minimizing risk. What sets Falcon apart is the elimination of intermediaries such as commercial banks and depository institutions, allowing investors to enjoy higher yields.
New Visa Rules for Tourists and Students in Thailand | Amit Kakkar Easy VisaAmit Kakkar
Discover essential details about Thailand's recent visa policy changes, tailored for tourists and students. Amit Kakkar Easy Visa provides a comprehensive overview of new requirements, application processes, and tips to ensure a smooth transition for all travelers.
Economic Risk Factor Update: June 2024 [SlideShare]Commonwealth
May’s reports showed signs of continued economic growth, said Sam Millette, director, fixed income, in his latest Economic Risk Factor Update.
For more market updates, subscribe to The Independent Market Observer at https://blog.commonwealth.com/independent-market-observer.
STREETONOMICS: Exploring the Uncharted Territories of Informal Markets throug...sameer shah
Delve into the world of STREETONOMICS, where a team of 7 enthusiasts embarks on a journey to understand unorganized markets. By engaging with a coffee street vendor and crafting questionnaires, this project uncovers valuable insights into consumer behavior and market dynamics in informal settings."
Discover the Future of Dogecoin with Our Comprehensive Guidance36 Crypto
Learn in-depth about Dogecoin's trajectory and stay informed with 36crypto's essential and up-to-date information about the crypto space.
Our presentation delves into Dogecoin's potential future, exploring whether it's destined to skyrocket to the moon or face a downward spiral. In addition, it highlights invaluable insights. Don't miss out on this opportunity to enhance your crypto understanding!
https://36crypto.com/the-future-of-dogecoin-how-high-can-this-cryptocurrency-reach/
In a tight labour market, job-seekers gain bargaining power and leverage it into greater job quality—at least, that’s the conventional wisdom.
Michael, LMIC Economist, presented findings that reveal a weakened relationship between labour market tightness and job quality indicators following the pandemic. Labour market tightness coincided with growth in real wages for only a portion of workers: those in low-wage jobs requiring little education. Several factors—including labour market composition, worker and employer behaviour, and labour market practices—have contributed to the absence of worker benefits. These will be investigated further in future work.
Independent Study - College of Wooster Research (2023-2024) FDI, Culture, Glo...AntoniaOwensDetwiler
"Does Foreign Direct Investment Negatively Affect Preservation of Culture in the Global South? Case Studies in Thailand and Cambodia."
Do elements of globalization, such as Foreign Direct Investment (FDI), negatively affect the ability of countries in the Global South to preserve their culture? This research aims to answer this question by employing a cross-sectional comparative case study analysis utilizing methods of difference. Thailand and Cambodia are compared as they are in the same region and have a similar culture. The metric of difference between Thailand and Cambodia is their ability to preserve their culture. This ability is operationalized by their respective attitudes towards FDI; Thailand imposes stringent regulations and limitations on FDI while Cambodia does not hesitate to accept most FDI and imposes fewer limitations. The evidence from this study suggests that FDI from globally influential countries with high gross domestic products (GDPs) (e.g. China, U.S.) challenges the ability of countries with lower GDPs (e.g. Cambodia) to protect their culture. Furthermore, the ability, or lack thereof, of the receiving countries to protect their culture is amplified by the existence and implementation of restrictive FDI policies imposed by their governments.
My study abroad in Bali, Indonesia, inspired this research topic as I noticed how globalization is changing the culture of its people. I learned their language and way of life which helped me understand the beauty and importance of cultural preservation. I believe we could all benefit from learning new perspectives as they could help us ideate solutions to contemporary issues and empathize with others.
TEST BANK Principles of cost accounting 17th edition edward j vanderbeck mari...Donc Test
TEST BANK Principles of cost accounting 17th edition edward j vanderbeck maria r mitchell.docx
TEST BANK Principles of cost accounting 17th edition edward j vanderbeck maria r mitchell.docx
TEST BANK Principles of cost accounting 17th edition edward j vanderbeck maria r mitchell.docx
1. American International Journal of Business Management (AIJBM)
ISSN- 2379-106X, www.aijbm.com Volume 3, Issue 7 (July 2020), PP 01-13
*Corresponding Author: Razqivalia Primanandri Auditya www.aijbm.com 1 | Page
Identifying Employer Branding Factor in Bank XYZ to Increase
Employee Retention for Millennials Generation
Razqivalia Primanandri Auditya, Achmad Fajar Hendarman
School of Business and Management, Bandung of Institute Technology, Indonesia
Corresponding Author: Razqivalia Primanandri Auditya
ABSTRACT:- The objective of this research is to identify the factors of employer branding influencing
millennial employee's retention. This research would assist the company in strengthening its employer branding
strategy focusing on retaining current workers and eventually reducing the amount of workforce turnover in
Bank XYZ. A quantitative method and survey-based questionnaire are utilized in this study to answer the
research question. The criteria of the respondents are millennial employees (born between 1981 and 1996) in
Bank XYZ working for full-time positions with minimal 1-year experience (probation phase has been
completed). The sample size included in the large population the needed sample size for carrying out this study
is 96 respondents. This study found that work-life balance, appreciation, company brand strength, and good
salary, and work environment are employer branding factors that have a significant influence on employee
retention.
Keywords:- Employee Retention, Employer Branding, Millennial, Turnover Intention
I. INTRODUCTION
Human Resources Management in the 21st century is identified as a mechanism combining employees'
skills and insights in order to accomplish the organizational goals perceived to be essential (Mondy & Noe,
2005). HR departments should be responsible and concentrate on the employees’ prosperity and concerns since
they possess a pivotal role in succeeding a organization (Tzafrir et al., 2015). In the business world,
competitiveness is getting more challenging every day and hence HRM becomes the prominent component
bringing the company a competitive advantage (Noe et al., 2010). Everything related to employee's benefits is
definitely part of HRM. Those very activities include employee relationship management, staff salary, health
and safety insurance, recruitment, training of workers, etc (Aslam et al., 2013).
There are different generations of workers working with each other in a single workplace throughout
the modern workforce. There are 160,369,900 employees in Indonesia (Badan Pusat Statistik, 2018), and
according to Deloitte research, currently the indonesia’s workforce entails generation Y (33.75%), followed by
generation Z (29.23%) and generation X (25.74%). Meanwhile, the baby boomer generation and veterans
constitute the smallest group (11.27%). Each generation has diverse characteristics, behaviors and abilities, and
it would be a challenge for businesses to build an acceptable working atmosphere for all generations (Gursoy et
al., 2013) and companies who do consider and respect the generational gap have better market prospects
(Mikitka, 2009).
The generation Y (millenials) has risen and will overtake other generations predecessors such as Baby
Boomer and Generation X. Conveyed by Pew Research Center that millennials truthfully emerge as the most
productive age for working. Millennials are a very uncommon generation; they have demonized partnerships
and adopted individuality. It is nearly effortful to hope that they can stay in one position for years (De Hauw &
De Vos, 2010). (Gallup, 2013) performed a research of the workplace resulting in millennials commonly
moving from an enterprise to another, if compared to any generation in particular. Besides being the most
frequently identified generation to alter employers, the study indicated that six out of ten millennials are open to
new employment chances and that they are the least committed group in the workforce, thus affecting their
turnover intention.
In 2018, Mercer Talent Consulting conducted a study entitled “Workforce Turnover Around the
World” which included Indonesia as one of the countries. The survey exhibited that talent turnover rate from all
industries is still high comprising 8.4%, the highest sector is the bank and finance comprising 16%. Moreover,
based on the Deloitte Consulting Survey 2018, 43% of millennial employees feeling discontented with their
work have an intention to resign in 2 years of their work. This phenomenon also took place in a sharia private
bank named Bank XYZ.
Bank XYZ's establishment was in 1991 and offers sharia banking services for corporations, micro
entrepreneurship, and consumer banking activities. Emerging as the first sharia bank in Indonesia, this bank
possess a target focusing on 3 aspects, one of them is to be a one-stop solution for the needs of financial
products and services in the business atmosphere of sharia in Indonesia. To pursue it, they aim at advancing
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their productivity in all business units and aspects. They also prepare the development of the Digital Banking
Platform as their facing the development of technology and society.
Table 1: Bank XYZ Voluntary Resignation Based on Length of Work
(Source: Bank XYZ Data, 2019)
Year <1 1-2 3-6 6-10 >10 Total
2017-2018 392 395 436 234 117 1.577
In 2019, this bank owns 2155 millennial employees, 67.3% from their total employee comprising
3.201. Looking on the table, These circumstances are worrisome due to the high number of the employee
turnover. Besides, most of their employees are millennials. It is going to be a problem since in 2020, millennials
will be the largest workforce population in the globe (Deal et al., 2011). Referring to the employee conditions of
the company and their ambitions on the future target, it is going to be a challenge for Bank XYZ on achieving
both HR and the company’s future targets. If the employees cannot be retained properly, they might face a
deficiency of talents and obstruct them from achieving their target. The company should show the employees a
positive reputation, benefit and even experiences to be desirable and offer them a justification to stay in the
company. The employer branding should be improved by the company.
Employer branding signifies a strategy to create a decent company perspective from the viewpoints of
employees and other stakeholders so that they can appreciate working for the company (Minchington, 2006).
Today, internal employee perception has been incorporated with the employer branding strategy and is as
crucial as an impressive external image for a business (Mosley, 2007). Developing the company’s brand image
and reputation as a prospective employer would impact on its capability to maintain employees (Roper et al.,
2013).
Not only does the employee retention reflect the employment's constancy within an organization, but it
also indicates the inclination of a worker to work in one organization for years (Eyster et al., 2008). This
employment's constancy is grounded on the contentment and chances sensed and received by the worker in an
organization (Kossivi et al., 2016). The worker's contentment is grounded in myriads of factors, such as a
compensation, advantages, the flexibility of working hours, being empowered, being trained, developing career,
growth, having chances to learn, fair and unbiased appraisal system, conducive working atmosphere, and so
forth (Shangase & Proches, 2014). Numerous studies mentioned that organization signifies a mere brand
associated with organizational attributes that are likely to entail quality and novelty, etc. grounded on
organizational values, cultures, programs, and most predominantly, its people. These days, employer branding is
utilized as a new trick to tantalize new workers having exceptional competence that fills the qualifications.
Accordingly, it does not merely concern the strategy on searching for a prospective worker; it is also a strategy
assuring that the organization is reputable and can be trusted (Backhaus & Tikoo, 2004).
II. LITERATURE REVIEW
2.1 Millennials
Millennials (Generation Y) are broadly recognized as people who were born between 1981 to 1996.
The term "millenial" is given to them due to being born near the beginning of the new millinium and they were
brought up with numerous alterations in the digital era (Kaifi et al., 2012). This generation searches for flexible
jobs. They do not put their priority to statuses or titles either (Shetty, Belavadi,&Anand, 2019). Kaifi et al.
(2012) found an organizational culture with extremely few regulations respected by millenials. These days,
millennials occupy the most enormous population, and companies will be successful if they are willing to learn
on developing a work culture attracting and retaining millenials.
2.2 Employer Branding
Employer branding signifies the entire endeavors the company undergoes to interact with its employees
currently working there, including the prospective workers that the company intends to hire (Llyod, 2002).
Ambler and Barrow (1996), emerging as the the first academicians recognizing the employer branding concept,
are aware of the employer branding's capability in terms of attracting competent workers and maintaining
talents. At the beginning, they gave a description on the subject serving as part of the advantages the employer
provides while working (Ambler & Barrow, 1996). Additionally, Backhaus and Tikoo (2004) pointed out that
employer branding constitutes a method establishing a discernible and exceptional identity for the employer.
Employment contentment serves as the predominant fundament of the employer branding involving
elements that can be measured, such as wages, bonuses, and advantages, including intangibles such as the
company's cultures, its principles, leadership style, probabilities for the employees to get trained, to grow, and to
be appreciated (Newell & Dopson, 1996; Hendry & Jenkins, 1997). The notion of employer branding can be
viewed through the rivalry among companies demanding competencies to partake in competitiveness to sustain
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reach advancement (Mosley, 2007). Organizations providing their employees with exceptional employment
experience would ultimately generate a vigorous workplace reputation recognized by public which is valuable
for them (Jain & Bhatt, 2015).
2.2.1 Employer Branding Factors
Here are the varied factors of employer branding having a contribution for reinforcing the company
such as compensations and benefits, work atmosphere, company cultures, and so forth. It may persuade
employees to stay in the company.
Year Author Title Factors
1990 J. Fitz Getting and Keeping Good
Employees
Developmental
Opportunities, Good
salary, Appreciation of
work done, work-life
balance, attractive
working atmosphere
2011 Piyali Ghosh, Rachita
Satyawadi, Jagdamba Prasad
Joshi, Mohd. Shadman
Who stays with you? Factor
predicting employee intention
who stay
Good Salary,
Appreciation, Work
environment, work-life
balance, Challenging
work.
2014 Christeen George Retaining Professional
Workers: What Makes Them
Stay?
Work environment,
Good Salary, Work-life
balance, Company Brand
Strength, Leadership.
2014 Aaron Kroth & Sarah J.Young New Professionals, New
Desire: What millenials want
in their work
Work environment,
Company Reputation,
Good salary,
Appreciation,
Challenging Work
2016 Bodjrenou Kossivi Study on Determining Factors
of Employee Retention
Good Salary, Work-life
Balance, Company
Brand Strength, Work
Environment, CSR
Program
Table 2: Previous Research About Employer Branding Factors (Source: Author’s Analysis)
In the earlier studies, there were numerous factors classified as employer branding factors. Grounded on the
earlier studies by Fitz (1990), Ghosh et al (2011), George,C (2014), Kroth (2014), and Kossivi (2016), it is
indicated that five factors retaining employees are work environment, good salary, appreciation, work-life
balance, and products/company brand strength.
2.3 Employee Retention
Das and Baruah (2013) convey that employee retention signifies a series of activities in which
permission is given for the employees to carry on working with the company until the work completion is
accomplished. Employee retention is explained as an occurrence in which workers decide to be with the
company where they work; they do not quite search for new jobs. The reverse of retention is turnover describing
that the company is left by the employees due to varied reasons (Hoffman, 2018). As mentioned by Get Les
McKeon, employee retention emerges as an organized endeavors the employers undergo to generate and
preserve an atmosphere encouraging current employees to stay in the company by providing regulations
implemented and adjusted to what the employees necessitate.
2.3.1 Victor Vroom Expectancy Theory
The principle of Vroom's expectancy theory implies that behavior is the result of individual decisions
among options aimed at maximizing enjoyment and minimizing pain. The concept behind this theory is that
everyone has an expectation before any occasion. If the expectation is fulfilled in a constructive way, then one is
satisfied. If that expectation is happened to meet in a negative way, one must be dissatisfied (Rathakrishnan,
2016). The expectation theory asserted that both the pre-event expectation and the actual post-event evaluation
collaborate to determine satisfaction with the particular situation (Jiang & Klein, 2009).
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The theory argues that people are entering workplace with needs and expectations, however if these
expectations and values are met by the organizations, they are likely to remain a part of the company. Likewise,
employees joining the organization with some expectations and do not meet by the organization will have
negative behaviors such as absenteeism and turnover intentions. From the perspective of the theory of
expectations, management efforts to evaluate and meet employees' expectations can be seen as a retention
strategy and can ultimately counter the intentions of turnover.
2.3.2 The Job Embeddedness Theory
Job embeddedness theory mentions that employees own numerous connections with their organizations
and communities. Ultimately, they completely sense dissolved into their professional including social
environment, and eventually they are not willing to lose or sacrifice. This theory argues that colleagues,
relatives, and friends are key members of the employee's work and community ties. Organizational and social
integration of employees depend on parameters such as personal values, career aspirations, skills and
knowledge. It also depends on organizational culture, job requirements and entertainment activities. The losses
identified in the theory include the abandonment of familiar colleagues, appealing projects or advantageous
benefits, and the abandonment of effortless travel, good daycare or local club membership. From this theory
viewpoint, workers stay in current employment because they already experience a sense of commitment with
their technical and social environment. Otherwise, the appeals to the turnover intention become receptive.
2.3.3 Mobley’s Theory
Mobley’s Theory on employee retention stated that employee retention can be identified by employee
behaviour. Mobley’s model explained that when employee have an intention to quit, they will pass through
several stages starting from current job evaluation on satisfaction and if the employee have an opportunity to
seek for a better employer. The last stage describe with the employee decision to stay or to leave. According to
this theory, there are three categories of the measurement of employee retention:
1. Thinking of Quiting the thought of an employee to leave the company because they think they cannot
survive in the company.
2. Probability of Finding an Acceptable Alternative the actions of employees to find alternative jobs in
other companies.
3. Intention to quit attitude that shows the employee's desire and indication to leave work and leave the
company
Conceptual Framework
Figure 1. Conceptual Framework
Hypothesis
H1: Work-life balance has a significant factor towards employee retention
H2: Appreciation has a significant factor towards employee retention
H3: Company brand strength has a significant factor towards employee retention
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H4: Good salary has a significant factor towards employee retention
H5: Work environment has a significant factor toward employee retention
III. METHODOLOGY
In this study, the data are analyzed with the quantitative approach to confirm the hypothesis that
constructs in the research and to identify the relationship between variables to get the data accuracy. To obtain
immense information from the population, the data are collected using the questionnaire survey and examined
using multilinear regression to find out the relationship between independent variable (work-life balance,
appreciation, company brand strength, salary, and work environment) and dependent variable (employee
retention) and control variables (age, gender, and length of work) This tool is normally utilized in varied studies
3.1 Research Design
3.1.1 Preliminary Study
This study begins with a preliminary study entailing a series of activities in seeking symptoms. The symptoms
found in this study refer to the numerous employees resigning from their job in Bank XYZ. After identifying the
symptoms, the succeeding step is problem identification.
3.1.2 Problem Identification
With the emergence of the symptoms, it indicates that the turnover rate in Bank XYZ is high, and millennial
employees emerge as the most enormous population in this bank. Accordingly, the problem in this study is to
investigate the salient factors influencing employee branding in order to enhance millennial employee retention
so that the turnover rate will be lower.
3.1.3 Literature Review
The researcher employed a literature review to support this study. There are numerous sources focusing
on fixed literature and method associated with employee branding and employee retention. The literature
reviews of this research are attained from books and journals providing an overview of the sources regarding
employer branding and employee retention.
3.1.4 Developing Questionnaire
A quantitative method and survey-based questionnaire are utilized in this study to answer the research
question. The questionnaire approach serves as the most efficient technique in gathering data from a vast variety
of samples (Saunders et al., 2007). The question is grounded on the preceding study. The criteria of the
respondents are millennial employees in Bank XYZ working for full-time positions with minimal 1-year
experience (probation phase has been completed). The number of the samples is calculated by Slovin’s Theory.
The number of millennial employees in Bank XYZ in 2019 is 2155 people. This study utilized 10% of margin
error due to the limited access to the sample size included in large population the necessitated sample size for
carrying out this study is 96 respondents. The questionnaires are grounded in the earlier study by (Kossivi et al.,
2016; Kroth & Young, 2014; Kyndt et al., 2009). The questionnaires comprise questions owning a
representation on the method for gathering the data required in the study. The Likert scale will be utilized in the
questionnaires so that the points of each question can be determined. The utilized scale ranged from 1 to 5
showing that 1 indicates strongly disagree, and 5 denotes strongly agree with the statement.
3.1.5 Distribution Channel
The questionnaires are distributed via an online-based questionnaire which is an efficient way of
communication between the respondents and researcher. In order to assure that the ones fulfilling the
questionnaire suit the sample, a control variable is provided asking the preferences on the respondents' working
experiences such as gender, birth year, and year of work experiences.
3.1.6. Data Validation Method
The data analysis is performed after attaining adequate data the researcher necessitates. The result is
utilized for the questionnaire preparation employed for mass distribution. The data are gathered after mass
distribution passes validity and reliability tests. Validity test serving as a tool utilized for surveying the
capability of research instruments which is capable of finding the solutions for the research question (Zikmund
et al., 2013). Conversely, reliability test signifies a tool measuring the sensibility of the measurement
instrument, internal constancy (Zikmund et al., 2013).
3.1.7 Classic Assumption Test
In order to presume the relationship between the dependent and independent variables, the classic
assumption test is necessitated prior to the multiple regression analysis. The hypotheses that will be determined
encompass: normality test, multicollinearity, homoscedasticity, and autocorrelation test
3.1.8 Data Analysis
In this study, the analyzed data are the factors in employer branding in maintaining employees. The
valid answers of the indicators are tested through Multi Linear Regression in SPSS program processed into
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meticulous information and findings. The indicators will be measured and compiled into the variables grounded
on the research measurement.
IV. RESULT
4.1 Descriptive Statistic
The online-based questionnaire distributed in the form of Google Form through the company’s internal
email and communication channel. From the distributed questionnaire, there are 109 questionnaires that fulfilled
the requirement. This research started with each variable mean comparison analysis. The result is illustrated in
the table:
Table 3. Result of Descriptive Statistic (Source: Research Data)
N Minimum Maximum Mean Std. Deviation
Gender 109 0,00 1,00 0,5596 0,49872
Age 109 24,00 39,00 32,3394 4,14599
Length of Work 109 2,00 18,00 7,5413 3,94530
Total Employee Retention 109 14,00 40,00 28,3211 6,35796
Total Good Salary 109 2,00 10,00 7,5321 1,88350
Total Good Work
Environment
109 7,00 15,00 11,9908 2,51475
Total Appreciation 109 2,00 10,00 7,4312 1,85775
Total Work Life Balance 109 6,00 15,00 11,6055 2,47961
Total Company Brand
Strength
109 6,00 15,00 11,8165 2,40818
The table above shows that the average age is 0.5596. It shows that the number of male respondents is
more than the number of female respondents. It also shows the average age of the respondent is 32.34 years with
a minimum age of 24 years and a maximum age of 39 years. The age standard deviation value is 4.1459 which
means that the standard deviation value is smaller than the average value so that it is known that the
respondent's age data has a low level of data diversity. The Length of stay variable in the company obtained an
average value of 7.54 years with a minimum length of 2 years and a maximum length of 18 years. The standard
deviation value is 3, 94530 which means it is smaller than the average value, so it is known that the respondents'
old data in the company has a low level of diversity.
As indicated by the table above, the mean comparison explained that the sample used in the research is
109. The analysis is applied to each variable. The minimum scores for Employee Retention, Good Salary, Good
Work Environment, Appreciation, Work-Life Balance, and Company Brand Strength consecutively are
14;2;7;2;6;6 and maximum the maximum scores comprise 40; 10; 15; 10; 15; 15. Mean comparison represents
the general description of employer branding factors in Bank XYZ to enhance employee retention of
millennials. The highest mean score of employer branding factor is the working environment by 11.99 and the
lowest is appreciation with 7.43.
4.2 Validity and Reliability
The Pearson Correlation (r arithmetic) > r table which is 0,1584 (with N= 109 and significance level =
95%). Accordingly, all statement items on a good salary, work environment, appreciation, work-life balance,
company brand strength, and employee retention can be stated as valid data. Cronbach's alpha value is higher
than 0.6. These results indicate that the data is reliable, so that it can be used for further testing
4.3 Classical Assumption Test
4.3.1 Normality Test
The data can be said as normal distribution if the significance value > 0.5 (Ghozali, 2013). The result of
the normality test is shown in the table:
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Table 4. Normality Test (Source: Research Data)
One-Sample Kolmogorov-Smirnov Test
Unstandardized Residual
N 109
Normal Parametersa,b
Mean ,0000000
Std. Deviation ,13415659
Most Extreme Differences Absolute ,063
Positive ,043
Negative -,063
Test Statistic ,063
Asymp. Sig. (2-tailed) ,200c,d
a. Test distribution is Normal.
b. Calculated from data.
c. Lilliefors Significance Correction.
d. This is a lower bound of the true significance.
According to the table, the overall significant value of variables is 0.200 which > 0,05. It means that the data is
normally distributed. It also indicates that the data has distributed fairly and could become a deception of the
population.
4.3.2 Multicollinearity Test
The Multicollinearity test is a tool to determine whether there is a correlation between one variable and
another. It can be said that there is no Multicollinearity if the Variance Inflation Factor (VIF) < 10.0 or the value
of tolerance >0.10 (Ghozali, 2013). The result can be seen in table:
Table 5. Multicollinearity Test (Source: Research Data)
Model
Unstandardized
Coefficients
Standardized
Coefficients
t Sig.
Collinearity Statistics
B Std. Error Beta Tolerance VIF
1 (Constant) 4,113 1,861 2,210 0,029
Good Salary 1,003 ,453 ,297 2,214 0,029 0,166 6,023
Work Environment ,469 ,239 ,186 1,966 0,052 0,335 2,981
Appreciation ,888 ,435 ,260 2,045 0,043 0,186 5,391
Work Life Balance ,558 ,271 -,218 2,062 0,042 0,268 3,727
Company Brand Strength ,923 ,301 ,349 3,069 0,003 0,231 4,335
As exhibited by the table, the tolerance values for all variables are above 0.10 and all VIF values are below the
value of 10. It shows that the data in this study do not have multicollinearity and the assumptions are met
4.3.3 Heteroscedasticity Test
The Heteroscedasticity Test aims to see if there was a distinction between variance. Using the Park Test, If the
value of the t arithmetic > t table and significance value > 0.05 then the data is not containing heteroscedasticity
(Ghozali, 2013). The result can be seen in the table below:
Table 5. Heteroscedasticity Test (Source: Research Data)
Model
Unstandardized Coefficients
Standardized
Coefficients
t Sig.B Std. Error Beta
1 (Constant) -3,036 2,453 -1,237 ,219
x1 -2,147 1,294 -,311 -1,659 0,100
x2 1,612 1,435 ,181 1,123 0,264
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x3 1,629 1,272 ,229 1,281 0,203
x4 -1,807 1,487 -,213 -1,215 0,227
x5 -,257 1,732 -,028 -,148 0,882
The table above shows that the significance value of t-statistics on Good Salary (X1) is 0.100, Good Work
Environment (X2) is 0.264, Appreciation (X3) is 0.203, Work Life Balance (X4) is 0.227, and Company Brand
Strength is (X5) of 0.882. This shows that all variables have a significance value> 0.05. Then it can be
concluded that there is no heteroscedasticity in the data and the assumptions are met.
4.3.4 Autocorrelation Test
Autocorrelation test is used to determine whether there is a significant influence between the dependent
and independent variables, with the decision criteria being the Asymp value. Sig. (2-tailed) is smaller than 0.05
then autocorrelation symptoms occur, but if the Asymp value. Sig. (2-tailed) is greater than 0.05, so
autocorrelation symptoms do not occur.
Table 6.Heteroscedasticity Test (Source: Research Data)
Model R R Square Durbin-Watson dL 4-dL
1
,891a
,793 1,635 1,5338
2,4662
The table above shows that in the autocorrelation assumption test, the Durbin Watson value is 1.635, which
means it has a value greater than dL (1.5338) and smaller than 4-dL (2.4662). So there is no autocorrelation in
the data and the assumptions are met.
4.4 Multi Linear Regression
The Multi Linear Regression is a statistical method used to analyze the relationship between one dependent
variable and two or more independent variables.
Table 7. Coefficient of Determination Test (Source: Research Data)
Model Summaryb
Model R R Square Adjusted R Square Std. Error of the Estimate
1 0,832a
0,692 0,677 3,61308
a. Predictors: (Constant), Brand_Transf, Salary_Transf, Life_Transf, Env_Transf, Apprc_Transf
b. Dependent Variable: Employe_Transf
From the table above it can be seen that the summary model of the size of R Square is 0.692, it indicates that the
ability of the independent variables X1, X2, X3, X4, and X5 in explaining the variance of the dependent
variable Y is 69.2%. While the rest, 30.8% is explained by the causes of other variables that are outside the
model under study. It means that 69.2% of employee retention can be explained by five variables (good salary,
work environment, appreciation, work-life balance, and company brand strength).
F test is performed to determine whether all independent variables in the regression model have a simultaneous
influence on the dependent variable. The criteria in this F test if the significance value <0.05 and or F arithmetic
> F table, then the hypothesis will be accepted. This study uses a significance level of 5%. With the formula F
table:
Table 8. F Test (Source: Research Data)
ANOVAa
Model Sum of Squares df Mean Square F Sig.
1 Regression 3021,167 5 604,233 46,286 ,000b
Residual 1344,595 103 13,054
Total 4365,761 108
a. Dependent Variable: Employe_Transf
b. Predictors: (Constant), Brand_Transf, Salary_Transf, Life_Transf, Env_Transf, Apprc_Transf
The table above shows a significant of 0,000 which is less than 0.05. Then it is obtained that the direction of Ha
is accepted and the conclusion is that Good Salary (X1), Work Environment (X2), Appreciation (X3) Work-Life
Balance (X4), and Company Brand Strength (X5) together have a significant relationship on the Employee
Retention Variable (Y).
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Table 9. Multiple Linear Regression Test (Source: Research Data)
Coefficientsa
Model
Unstandardized
Coefficients
Standardized
Coefficients
t Sig.B Std. Error Beta
1 (Constant) 4,113 1,861 2,210 0,029
Good Salary 1,003 ,453 ,297 2,214 0,029
Work Environment 0,469 ,239 ,186 1,966 0,052
Appreciation 0,888 ,435 ,260 2,045 0,043
Work Life Balance 0,558 ,271 -,218 -,062 0,042
Company Brand Strength 0,923 ,301 ,349 3,069 0,003
a. Dependent Variable: Employee Retention
The result of the equation can be viewed as:
a. Y = 4,113, is the constant coefficient value. It shows that if the variable Good Salary, Good Work
Environment, Appreciation, Work-Life Balance, and Company Brand Strength are zero, then the value of
Employee Retention is 4,113
b. X1 - Good Salary (X1) obtained a significance value of 0.029 <0.05. So, Ha is accepted and it is known
that the Good Salary Variable (X1) has a significant relationship on the Employee Retention (Y) Variable. Good
Salary (1,003) exhibits that if the salary goes up by 1%, then Employee Retention rises by 1,003, presuming that
the value of other independent variable is fixed. It denotes that variable X1 positively affects Y. Accordingly,
the higher the value of X1, the higher the value of Y.
c. X2- Work Environment (X2) obtained a significance value of 0.052> 0.05. So that H0 is accepted.
However, Work Environment (X2) obtained a significance value of 0.052<0.10 which means that Ha is
accepted with 10% error. In conclusion, the Work Environment (X2) Variable has a significant relationship on
the Employee Retention (Y) Variable. Work Environment (0.469) demonstrates that if the work environment
rises by 1%, then Employee Retention increases by 0.469, presuming that the value of other independent
variable is fixed. It denotes that the variable X2 positively affects Y. Hence, the higher the value of X2, the
higher the value of Y.
d. X3- Appreciation (X3) obtained a significance value of 0.043 <0.05. So, Ha is accepted and it is known
that the Appreciation variable (X3) has a significant relationship on the Employee Retention (Y) Variable.
Appreciation (0.888) means if appreciation increases by 1%, then Employee Retention increases by 0.888,
presuming that the value of other independent variable is fixed. It denotes that variable X3 positively affects Y.
Accordingly, the higher the value of X3, the higher the value of Y.
e. X4- Work-Life Balance (X4) obtained a significance value of 0.042 <0.05. So, Ha is accepted and it is
known that the Work-Life Balance variable (X4) has a significant relationship on the Employee Retention (Y)
Variable. Work-Life Balance (0.558) means if work-life balance increases by 1%, then Employee Retention
increases by 0.558, presuming the value of other independent variable is fixed. It denotes that the variable X4
positively affects on Y, so the higher the value of X4, the higher the value of Y.
f. X5- Company Brand Strength (X5) obtained a significance value of 0.003 <0.05. So, Ha is accepted and
it is known that the Company Brand Strength variable (X5) has a significant relationship on the Employee
Retention (Y) Variable. Company Brand Strength (0.923) means if company brand strength increases by 1%,
then Employee Retention increases by 0.923, presuming that the value of other independent variable is fixed. It
denotes that the variable X5 positively affects Y, so the higher the value of X5, the higher the value of Y.
For Bank XYZ Milennials Employee, the most influencing factor of employer branding towards employee
retention is salary,appreciation, compliance by company brand strength and work-life balance. Whereas the
work environment give the significant relationship with an error of 10%.
4.5 Multiple Linear Regression with Variable Control
Table 10. Coefficient of determination test (Source: Research Data)
Model Summaryb
Model R R Square Adjusted R Square Std. Error of the Estimate
1 ,837a
,701 ,677 3,61565
a. Predictors: (Constant), x1, x2, x3, x4, x5, Length of work, age, gender
b. Dependent Variable: Y
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Based on the table above, the coefficient of determination (R2) of 0.701 is obtained which explains that the
contribution or relationship of Good Salary, Good Work Environment, Appreciation, Work-Life Balance, and
Company Brand Strength on the Employee Retention Variable is 70.1%. The remaining 29.9% is influenced by
other variables not included in the study.
Table 11. Multiple Linear Regression with variable control (Source: Research Data)
Unstandardized Coefficients Standardized
Coefficients
t Sig.
B Std. Error Beta
(Constant) 2,411 3,793 0,636 0,526
Good Salary
(X1)
1,001 0,456 0,297 2,194 0,031
Good Work Environment
(X2)
0,453 0,243 0,179 1,867 0,065
Appreciation
(X3)
0,927 0,442 0,271 2,099 0,038
Work Life Balance
(X4)
0,572 0,272 -0,223 -2,107 0,038
Company Brand Strength
(X5)
0,847 0,304 0,321 2,783 0,006
Gender
(Conrtol Var able)
-0,241 0,727 -0,019 -0,332 0,741
Age
(Control Variable)
0,062 0,127 0,041 0,492 0,624
Length of work
(Control Variable)
0,104 0,134 0,065 0,778 0,438
In the results of multiple linear regression analysis without control variables, it can be concluded that
Good Salary, Work Environment, Appreciation, Work Life Balance, and Company Brand Strength have a
significant relationship on Employee Retention. The determinant coefficient value obtained was 69.2%, which
means Good Salary, Work Environment, Appreciation, Work Life Balance, and Company Brand Strength gives
a 69.2% relationship on Employee Retention.
In the results of multiple linear regression analysis using control variables, it can be concluded that
Good Salary, Work Environment, Appreciation, Work Life Balance, and Company Brand Strength have a
significant relationship on Employee Retention. The determinant coefficient value obtained was 70.1%, which
means Good Salary, Good Work Environment, Appreciation, Work Life Balance, and Company Brand Strength
gave a 70.1% relationship on Employee Retention.
The difference appears in the value of the determinant coefficient. in multiple linear regression using
control variables, the value of the determinant coefficient obtained is greater than 70.1% compared to the value
of the determinant coefficient in multiple linear regression without control variables (69.2%). It means that
model Y that is explained by all of X variables is robust after being analyzed with the variable controls (age,
gender, and length of work).
Table 12. Hypothesis Result (Source: Research Data)
Hypothesis Result
H1 Work-life balance has a significant factor towards employee retention Accepted
H2 Appreciation has a significant factor towards employee retention Accepted
H3 Company Brand Strength has a significant factor towards employee retention Accepted
H4 Good Salary has a significant factor towards employee retention Accepted
H5 Work Environment has a significant factor towards employee retention Accepted
Work-Life Balance is the employer branding factor that has the significant relationship on employee retention of
millennials. Millennials employees in Bank XYZ want to stay at the company if they can have a balance in their
professional and also personal life, where they can be a member of a company but also still have time to involve
in their social community or even to relax. It is also compatible with The Deloitte Millennials Survey 2017 that
found that 80% of millennials are willing to exchange their some amount of salary to a better working time so
they can have a better work-life balance.
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Appreciation also has a significant relationship on employee retention as it is considered as a
motivation factor for employees. A promising career path can motivate them to stay at the company in order to
achieve their career goal. Rewards and benefits that the company gives also encourage them to work harder on
achieving their goal. Glassdoor studied also espoused by saying that more than 80% of employees are willing to
remain longer at the company when they received appreciation for their (Mngomezulu et al., 2015).
Company Brand Strength has an relationship on the employee retention in Bank XYZ. Company brand
image is important to a company as it is the overall impression formed in the minds of the public about the
company A good company brand image is often associated that employees also have a good image and value
that they have. The millennials employees are pleased to work at a company with good image, reputation and,
distinguished in the industry. A research conducted by Plank Center for Leadership also found that 68% of
millennials will choose to work for a company with a good image. There’s only a few company with a good
brand image in the industry, millennials tend to stay longer at the company as they consider working for a
company with a strong and good brand is beneficial for them especially to their career (Rampl & Kenning,
2014).
A good salary is the most significant factor for millennials’ retention in Bank XYZ. Having a good and
competitive amount of salary is important for them in order to fulfill their needs. This situation occurred since
millennials are uncertain about financial stability, as they're facing a reality on paying their financial
responsibility, such as installment and family needs. It is fitting, as Smith and Nichols (2015) have said, that
millennials are competitive and want to earn a decent income and be wealthy.
Millennials' character, attitude, and characters are differ from the previous generation. In their field
studies of Millennials, Schweitzer and Lyons (2010) found that Millennials emphasized togetherness, sought
career advancement and skills development and ensured a meaningful and satisfying life outside of work. They
prefer collaboration instead of competition and having a company that aligns with their values so the work
environment that they feel comfort in is created (Smith & Nichols, 2015). It is also reflected by the millennials
employees in Bank XYZ, and it is why a good working environment really affects their employee retention.
V. CONCLUSION
This research has analyzed the employer branding factors using Multi Linear Regression. Based on the
analysis, all variables in employer branding factors significantly affecting on millennial employees retantion in
Bank XYZ. The most significant factor is good salary, followed by appreciation, company brand strength, work-
life balance, and work environment. These are the factors they considered as a motivation for employees to stay
at the company. Therefore, focusing on good salary, followed by appreciation, company brand strength, work-
life balance, and work environment as a factor of employer branding affecting millennials employee retention
will assist the employers in solving their current problem and increasing the employer brand perception of the
employees.
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Corresponding Author: Razqivalia Primanandri Auditya
School of Business and Management, Bandung of Institute Technology, Indonesia