Human resource management practice I also available by michael armstrong

Factors affecting retention

Retention strategies should be based on an under-

standing  of  the  factors  that  affect  whether  or  not 

employees leave or stay. For early-career employees 

(30  years  old  and  under)  career  advancement  is  

significant. For mid-career employees (age 31–50) the 

ability to manage their careers and satisfaction from 

their  work  are  important.  Late-career  employees 

(aged over 50) will be more interested in security. It 

is also the case that a younger workforce will change 

jobs and employers more often than an older work-

force, and workforces with a lot of part-timers are 

less stable than those with predominately full-time 

staff. The other factors that affect retention are:

 

●

company image;

 

●

the effectiveness of recruitment, selection and 

deployment (fitting people into jobs that suit 

them;

 

●

leadership – ‘employees join companies and 

leave managers’;