E-ISSN:2583-4460

Research Article

Employee Retention

Global Journal of Management and Sustainability

2022 Volume 1 Number 1 Jan-Jun
Publisherwww.adsrs.net

Influence of Reward and Recognition Employees - in Retention Programme and Career Development

Geetha A.1*, Muthukumaravel A.2
DOI: https://doi.org/10.58260/j.mas.2202.0104

1* A. Geetha, Associate Professor and Head, Department of Business Administration, School of Commerce and Management, BIHER, India.

2 A. Muthukumaravel, Professor and Dean, School of Arts & Science, BIHER, India.

In present era, one of the really prevalent issues where most businesses face is staff continuity. The original study major goal is to see how rewards and recognition affect employees' retention and career advancement. This study focuses on three dimensions a) Classification of gender b) Rewards and recognition influence on motivation to keep an employee on board. The sample size for this research study is 200 people. The current study's sample design is random sampling, and the statistical package for social science (SPSS) tool is used to analyze the data's findings, determine relationships, and test hypotheses.

Keywords: Employee Retention, Working Environment, Rewards and Recognition, SPSS Tool and Hypothesis Testing

Corresponding Author How to Cite this Article To Browse
A. Geetha, Associate Professor and Head, Department of Business Administration, School of Commerce and Management, BIHER, , , India.
Email: 		A. Geetha, A. Muthukumaravel, Influence of Reward and Recognition Employees - in Retention Programme and Career Development. Glo.Jou.of.Mgt.and.Sus.of.ADSRS.Edu.Res. 2022;1(1):31-35.
Available From
http://mas.adsrs.net/index.php/mas/article/view/4

Manuscript Received Review Round 1 Review Round 2 Review Round 3 Accepted
2022-06-10 2022-06-13 2022-06-16 2022-06-23 2022-06-30
Conflict of Interest Funding Ethical Approval Plagiarism X-checker Note
Nil Nil Yes 19%

© 2022by A. Geetha, A. Muthukumaraveland Published by ADSRS Education and Research. This is an Open Access article licensed under a Creative Commons Attribution 4.0 International License https://creativecommons.org/licenses/by/4.0/ unported [CC BY 4.0].

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A. Geetha et al: Influence of Reward and Recognition Employees Retention Programme

Introduction

In today’s modern circumstances, an organization's ability to bear it if its best performers are left is extraordinary. Important representatives who think for the organization and contribute best at its level are essential for the administration. To achieve the organization's mission, it requires representatives who are loyal, fearless, and fully committed. The ability of an organization to keep its employees is referred to as employee retention. It's also known as a cycle in which assets are spread and encouraged to stay in an organisation for a long time. more extended time frame for managing the organization. A certain point of employee retention is to make both partners, i.e. representatives and business happier. It encourages stable employers to follow the organization to more prepared lengths, which will thus benefit both partners. Employer maintenance is not just a problem that can be managed by records and reports. It only depends on how businesses understand the various concerns of employers and how they are able to resolve their anxiety when they are out of luck. Each organization invests energy and puts cash into introducing new representatives and corporate-prepares them. The organization will be in complete misfortune, if such representatives leave after being fully prepared. Representative maintenance holds an organization's ability for its employers. The maintenance of employers can be spoken by a direct measure (for example, a standard for a dependency of 80% usually shows that an organization holds 80% of its representatives in a certain period of time). Still, many delegates regard maintenance as recognizing with the efforts by which senior officials attempt to keep delegates in their labor force. In this respect, the maintenance results shift instead of the system. A qualification must be drawn between underperforming employers and top entertainers, and the effort to hold representatives should focus on key contributors. Employer turnover has a side effect of more intensive issues that have not been fixed, which may include less representative confidence, non-equalization of the way a profession is done, absence of receipt, hapless representative key connection, or many different issues. The fulfillment of possession and the absence of liability for the organization can likewise pull out a representative and start looking for various opportunities. Pay is generally accepted as businesses do not assume as a part in acting.

Objective of the Study

To investigate the elements that influence employee retention in the workplace, including company rewards and recognition.

Importance of employee retention: The maintenance of a positive and confident representative is crucial to the prosperity of the organization. High representative creates business costs and furthermore negatively affects the spirit of the organization. The use of a representative maintenance program is a successful way to ensure that critical workers are used while adjusting and keeping employment execution and profitability.

Literature Review

Stated that, the passive turnover profile is given right here due to the fact the extent that creates an most effective stability of expenses associated with the enterprise of the employer in addition to the deviation among the expenses related to the people. Below this method, the most effective degree of mixture turnover (1) is more than 0 for plenty businesses and (2) is variable in businesses, relying on losing clean elements and predictions that have an effect on retention expenses. The version stated that character, shape and environmental traits have an effect on people' character forecasts and, consequently, enterprise quotes are predicted for the employer Abelson, M, and Beysinger, B. (1984).

Interest in worker enterprise is a distinction subject and the prevailing, (many organizations techniques for, such as a fashionable knowledge of the enterprise and the overall knowledge of the purpose and effect dating of the enterprise optimize the cap potential to distinguish the ales forecasts Allen, D, Bryant, P. (2010). Paintings the organisation's sports and worker participation in selection making, supplied that the worker has the possibility to make selections with inside the organisation, they'll do properly. The creator of this newsletter has given an instance of an excessive degree of determination to worker participation in identifying for his development. Companies are required within side the procedure of operation, industrialization. In this aggressive world, the participation of personnel in selection-making is taken into consideration the pleasant manner to set up groups. From this newsletter, it's far simply


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A. Geetha et al: Influence of Reward and Recognition Employees Retention Programme

understood that entrepreneurship may be used as a vital device for worker retention Banerjee A (2014). Human aid control trouble for public accounting corporations. This element facilitates to higher apprehend the variables affecting retention and determines the quantity of blessings related to extended retention. They diagnosed enormous variations in new condo survival quotes among distinct groups, distinct demographic companies and the very best and lowest performers Berkman, A, Sheridan, J, & Peters, L (1992).

The socialization precept has targeted on cultivating new personnel in order that they may be happy with their new employer and internalized their values. We draw on authenticity studies to validate that withinside the early tiers of socialization take extra powerful running relationships while alternatively it in particular encourages new human beings to specific their non-public identity. In a subject trial carried out at a massive enterprise procedure outsourcing organisation in India, we discovered that early socialization, which specializes in non-public identity (emphasis at the proper pleasant self of newcomers), excessive purchaser delight and worker loyalty after six years. Began handing over months after the end result of socialization targeted on organizational identity (which highlights the delight received from organizational affiliation) or the conventional method of the employer that in particular specializes in abilities education Cable, D, Gino, F & Stutts, B (2013). The discovery of most effective method to carry out numerous public control features has lengthy prevailed withinside the concept and exercise of public management. Take a study numerous nearby jurisdictions” towns and counties” which are diagnosed leaders in enhancing their human sources gadget. Specific reforms mentioned nearly each detail of any authorities's employee’s gadget, such as recruitment, choice, team of workers motivation (retention), education and improvement. Some of the maximum vital findings of the studies echo the prominence of the numerous "reinvestment" subjects at the courts' reform agenda Cogburn, J, and Hayes, S. (2003). "Employee Retention: Literature Review" it confirmed that HR is complicated and now no longer smooth to apprehend. These are residences which can assist create or damage an employer. Retaining personnel will assist an employer ultimately and additionally beautify goodwill. But the toughest

element earlier than an employer is to hold and fulfill its people. Factors include reimbursement practices, management and supervision, profession making plans. And bendy running hours improvement need to be looked after with the aid of using HR experts, change running hours, running situations, worker retention, from this newsletter it's been found that maximum groups or gadgets face issues with personnel. Retention Das B and Barua M (2013).

Data Analysis and Interpretation

a. Gender Respondents: Whether sex (male or female), particularly when social and cultural distinctions are addressed rather than biological differences. The term is also used to refer to a wide range of identities that do not fit into preconceived notions of male and female.

Table No:1 

Gender Frequency Percentage
Male 137 68.5
Female 63 31.5
Total 200 100

Source: primary data

mas_04_01.JPGChart No:1

Inference: From the above table it is inferred that, 68.5 percent of the respondents are male and 31.5 percent of the respondents are female in the organization. Majority of the respondents are male

b. Rewards and Recognition: An organization uses rewards and recognition to inspire workers and show them how much they are valued. Employees that carry out the actions in their job descriptions and fulfill their objectives are frequently rewarded and recognized with additional salary.


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A. Geetha et al: Influence of Reward and Recognition Employees Retention Programme

Rewards and Recognition

Table No: 2

Rewards and Recognition Frequency Percent
Highly satisfied 108 54.0
Satisfied 49 24.5
Dissatisfied 20 10.0
Highly dissatisfied 23 11.5
Total 200 100

Source: Primary Data

mas_04_02.JPGChart No: 2

Inference: According to the table above, 54 percent of respondents are extremely satisfied with Rewards & Recognition, 24.5 percent are content, 10 percent are dissatisfied, and 11.5 percent are extremely dissatisfied. The vast majority of respondents are quite pleased.

c. Correlation: A correlation coefficient measures the degree (strength) of the relationship between two variables. The Pearson correlation coefficient measures the strength of the linear relationship between two variables.

Correlation 1

Table No: 3

  Reward and Recognition Helps in career development
Reward and Recognition Pearson Correlation 1 .089
  Sig. (2-tailed)   .211
  N 200 200
Helps in career development Pearson Correlation .089 1
  Sig. (2-tailed) .211  
  N 200 200

Source: Computed data 

Interpretation: From the above table the Pearson correlation value is 0.089 which lies between 0 to +1. Therefore, this result shows that there is a positive relationship between rewards and recognition and helps in career development.

d. Findings: 68.5 percent of respondents are men, and 54 percent are extremely satisfied with the company's incentive and recognition Programme. Pearson correlation value is 0.089 which lies between 0 to +1. Therefore, this result shows that there is a positive relationship between rewards and recognition and helps in career development.

Conclusion

Academicians, researchers, and practising HR managers have been paying close attention to retention as a crucial concept. The requirement for material, the search for and selection of techniques, goal-directed behaviour, social comparison of rewards reinforcement, and performance satisfaction are all significant components of retention. The increased focus on retention is justified for a variety of reasons. Employees that are motivated come up with fresh ways to execute their duties. They place a premium on quality. They are more efficient. To be successful, every technology needs motivated employees. Retention can be approached in a variety of ways.

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