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Article
Publication date: 1 March 1997

STEPHEN BAILEY, ALAN MURDOCK and DAVID RYAN

In this article the authors explain how a new system has been designed to work in conjunction with existing databases to ensure a consistency of approach to retention

Abstract

In this article the authors explain how a new system has been designed to work in conjunction with existing databases to ensure a consistency of approach to retention scheduling across a variety of media and formats. The system allows for the whole life‐cycle of a record to be pre‐defined at both record series and file level. The reports produced by the system enhance a retention schedule programme that not only meets the needs of the records manager, but also serves as a ‘user‐friendly’ point of contact between himself and the users he serves. The authors will briefly explain the existing approach taken to retention scheduling at Pfizer Central Research, Sandwich and will demonstrate how this new ‘Electronic Retention Schedule’ (ERS) will enhance the current system of publishing advisory ‘guidelines’ for users and implementing ‘annual reviews’ of record holdings held in a number of different storage formats.

Details

Records Management Journal, vol. 7 no. 3
Type: Research Article
ISSN: 0956-5698

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Abstract

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Applying Partial Least Squares in Tourism and Hospitality Research
Type: Book
ISBN: 978-1-78756-700-9

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Book part
Publication date: 28 June 2011

Rashidah N. Andrews and Jayne K. Drake

Purpose – Through a description of changes in institutional approaches to academic advising, this case study provides strategies for improving retention rates of…

Abstract

Purpose – Through a description of changes in institutional approaches to academic advising, this case study provides strategies for improving retention rates of first-year students deemed ‘at-risk’ of leaving university before second-year enrolment.

Methodology/approach – The study targets first-years who have been identified as ‘at-risk’ in the College of Liberal Arts (CLA) at Temple University in Philadelphia, Pennsylvania. Temple is a large public research institution in the United States, home to approximately 35,000 full-time equivalent (FTE) students, of whom, 6,000 are enrolled in the CLA. The current case study focuses on the systematic and intentional processes developed by academic advisors or tutors in CLA to ensure students' progression from their first to second year. Project 2013, named for the intended graduation year of the initial target population, is a proactive retention initiative, and this study delineates the evolution of the innovation, development of the target group, project objectives, implementation of retention strategies, outcomes of the project, successes, limitations and future considerations.

Findings – Through sustained highly personalised interventions with first-year ‘at-risk’ students, the retention rate for this population improved by nearly 7% over the University's average for similar students and met the overall retention rate of the University's general student population.

Practical implications – The outcomes of this project suggest that with careful, strategic planning, clear execution by facilitators and ongoing assessment of such interventions, student retention and, by extension, persistence to graduation should improve significantly enough to warrant strong, ongoing institutional commitment.

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Institutional Transformation to Engage a Diverse Student Body
Type: Book
ISBN: 978-0-85724-904-3

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Article
Publication date: 26 January 2021

Roksana Binte Rezwan and Yoshi Takahashi

In this study, the authors examine how employees' retention intentions are related to their proactive personalities through the theoretical lens of the model of…

Abstract

Purpose

In this study, the authors examine how employees' retention intentions are related to their proactive personalities through the theoretical lens of the model of motivational force of turnover and the model of proactive motivation. More specifically, the authors also verify the partial mediation of work engagement on the main relationship and moderation of high-performance human resource practices (HPHRPs) in the process, which has rarely been explored previously.

Design/methodology/approach

The hypothesized model was tested using partial least squares structural equational modeling on a sample of 221 employees of a bank in Bangladesh.

Findings

The results showed that having a proactive personality is positively related to retention intentions due to enhanced work engagement. However, the effect of the interaction between having a proactive personality and HPHRPs was found to be not significant on work engagement and retention intention.

Originality/value

This study contributes to the literature by exploring the reason behind mixed results found in the relationship between having a proactive personality and retention intentions through work engagement as a mediator and HPHRPs as a contextual boundary condition in a single model.

Details

Personnel Review, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 0048-3486

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Book part
Publication date: 29 August 2012

Shane R. Jimerson, Aaron Haddock and Jacqueline A. Brown

During the past decade, amid the current context emphasizing educational standards and accountability, the practice of grade retention has increased. The call for an end…

Abstract

During the past decade, amid the current context emphasizing educational standards and accountability, the practice of grade retention has increased. The call for an end to social promotion has generated a variety of recommendations and legislation regarding promotion policies. This context has served as a catalyst for numerous debates regarding the use of grade retention and social promotion. In an era emphasizing evidence-based interventions, research indicates that neither grade retention nor social promotion is a successful strategy for improving educational success. Meta-analyses of studies during the past 100 years reveal deleterious outcomes associated with grade retention. Moreover, research also reveals prevention and intervention strategies that are likely to promote the social or academic competence of students at-risk of poor school performance. It is essential that educational professionals are familiar with the research when implementing interventions to promote student success. This chapter provides a brief synthesis of contemporary concerns and empirical studies examining student outcomes associated with grade retention, and also describes alternatives to grade retention. Particular consideration is given to implications for students with learning and behavioral disabilities, and the importance of focusing empirically supported strategies to promote student social and cognitive competence. Overall, educational professionals are encouraged to incorporate evidence-based programs and policies to facilitate the success of all students.

Details

Classroom Behavior, Contexts, and Interventions
Type: Book
ISBN: 978-1-78052-972-1

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Book part
Publication date: 5 December 2018

Paulina Nillie Adzoyi, Robert Jan Blomme and Ben Quarshie Honyenuga

Increased competition amongst the hotel industry players has challenged managers not to focus their attention exclusively on ways to attract and satisfy their customers…

Abstract

Increased competition amongst the hotel industry players has challenged managers not to focus their attention exclusively on ways to attract and satisfy their customers, but to invest in customer retention strategies with the potential to ensure superior performance of their hotels. This study aims to determine strategies to retain customers in hotels in Ghana, an emerging market. A cross-sectional survey was employed to collect data from 677 hotel employees in 56 Ghanaian licensed hotels. Based on SmartPLS, study findings indicate that customer satisfaction, loyalty and retention embedded in the tangibility and reliability dimensions of the lodging quality index are important for customer retention among hotels in Ghana.

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Advances in Hospitality and Leisure
Type: Book
ISBN: 978-1-78769-303-6

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Article
Publication date: 7 October 2020

Intan Azurin Zainee and Fadilah Puteh

As the new emerging workforce, Generation Y (Gen Y) is said to be demanding, influential and possessing strong bargaining power. This study examines the impact of…

Abstract

Purpose

As the new emerging workforce, Generation Y (Gen Y) is said to be demanding, influential and possessing strong bargaining power. This study examines the impact of corporate social responsibility (CSR) on employee retention among Gen Y in the accounting profession. CSR is widely researched subject due to its applicability in multidisciplinary fields and industries. This research intends to investigate the nexus between CSR and human capital disciplines. It employs Carroll's pyramid of CSR as the main theoretical framework to establish its relationship with talent retention among Gen Y employees. This study has a threefold aim: (1) to determine the level of CSR awareness, (2) to determine the relationship between CSR dimensions and talent retention and (3) to examine the effect of CSR dimensions on talent retention.

Design/methodology/approach

The paper opted for an exploratory study using the structured questionnaire. A total of 377 Gen Y accountants who are currently working in accounting firms located in Klang Valley, Malaysia, were involved as respondents. Data were analyzed using descriptive, correlation and regression analyses to answer the research objectives.

Findings

The paper provided empirical insights about the impact brought by CSR practices in financial-based firms on employee retention. It was found that all CSR elements, as suggested by Carroll, have a significant relationship with employees’ retention. The interaction between the CSR elements and employee retention accounts for 16% of the research model. Based on the multiple regression analysis, it was found that only two CSR elements are the significant predictors of employee retention among Gen Y in the case of financial-based firms in Malaysia.

Research limitations/implications

This research covers Gen Y employees in accounting firms; thus, generalization is not applicable to other generations. Besides, the predictors of the research study utilize Carroll’s pyramid of CSR. Therefore, future research studies are encouraged to validate the research model into other sectors. Other models of CSR could also be used.

Practical implications

This paper includes implication for the organization to understand employee retention practices on Gen Y who are currently dominating the workforce.

Originality/value

This paper fulfills an identified need to study how CSR practices could enhance employee retention among Gen Y in the organization.

Details

Revista de Gestão, vol. 27 no. 4
Type: Research Article
ISSN: 1809-2276

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Article
Publication date: 13 April 2020

Evy Rombaut and Marie-Anne Guerry

The main goal of employee retention is to prevent competent employees from leaving the company. When analysing the main reasons why employees leave and determining their…

Abstract

Purpose

The main goal of employee retention is to prevent competent employees from leaving the company. When analysing the main reasons why employees leave and determining their turnover probability, the question arises: Which retention strategies have an actual effect on turnover and for which profile of employees do these strategies work?

Design/methodology/approach

To determine the effectiveness of different retention strategies, an overview is given of retention strategies that can be found in the literature. Next, the paper presents a procedure to build an uplift model for testing the effectiveness of the different strategies on HR data. The uplift model is based on random forest estimation and applies personal treatment learning estimation.

Findings

Through a data-driven approach, the actual effect of retention strategies on employee turnover is investigated. The retention strategies compensation and recognition are found to have a positive average treatment effect on the entire population, while training and flexibility do not. However, with personalised treatment learning, the treatment effect on the individual level can be estimated. This results in an ability to profile employees with the highest estimated treatment effect.

Practical implications

The results yield useful information for human resources practitioners. The personalised treatment analysis results in detailed retention information for these practitioners, which allows them to target the right employees with the right strategies.

Originality/value

Even though the uplift modelling approach is becoming increasingly popular within marketing, this approach has not been taken within human resources analytics. This research opens the door for further research and for practical implementation.

Details

International Journal of Manpower, vol. 41 no. 8
Type: Research Article
ISSN: 0143-7720

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Article
Publication date: 13 May 2020

Leonardo Ensslin, Clarissa Carneiro Mussi, Sandra Rolim Ensslin, Ademar Dutra and Lydia Pereira Bez Fontana

The purpose of this paper is to support the management of organizational knowledge retention through a multi-criteria decision aiding–constructivist model.

Abstract

Purpose

The purpose of this paper is to support the management of organizational knowledge retention through a multi-criteria decision aiding–constructivist model.

Design/methodology/approach

This exploratory and descriptive case study presents a decision support model guided by the constructivist approach and proactive in its operationalization.

Findings

The objectives and concerns of decision-makers regarding the retention of organizational knowledge are identified and organized into six strategic areas of concern, namely, recognition, knowledge dissemination, organizational culture, succession of professionals, management of vulnerability origins and knowledge management; a multi-criteria model is constructed and operationalized by a cluster of cardinal scales, showing and measuring the status quo of the performance profile, both in a local and global way, to support the management of the organization's knowledge retention; activities are classified into three performance levels (compromising, competitive and excellent), supported by graphical and numerical evidence; and the process to generate actions to improve the performance of critical activities and create the conditions to maximize the results of the organization is illustrated.

Practical implications

Based on the model, decision-makers are now aware of the essential aspects to support knowledge retention management, enabling them to monitor the current situation and proactively respond to ensure that the current knowledge potential is maintained and exploited.

Originality/value

Use of a constructivist approach to support the management of knowledge retention, incorporating into the model the specifics of the context and the values of its managers, and thus giving it legitimacy.

Details

Journal of Knowledge Management, vol. 24 no. 5
Type: Research Article
ISSN: 1367-3270

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Article
Publication date: 19 July 2011

Moria Levy

Knowledge retention is becoming a main challenge in many countries, as knowledge becomes a main asset of organizations. The research questions the challenge of how can

Abstract

Purpose

Knowledge retention is becoming a main challenge in many countries, as knowledge becomes a main asset of organizations. The research questions the challenge of how can organizations minimize the loss of important knowledge while experiencing high levels of retiree? The research aims to suggest a framework for knowledge retention initiatives in organizations.

Design/methodology/approach

The research methodology is multi‐case research. The unit of analysis is organization (eight organizations analyzed, overall more than 30 retiree knowledge retention mini projects). Data linkage to the propositions and method of interpretation – explanation building technique.

Findings

This research suggests that successful knowledge retention can be achieved in three primary stages: defining scope; documenting (planning and implementation); and integrating knowledge back into the organization. Special care must be dedicated throughout the process to: retaining best practices and unexpected situations; structuring the process of knowledge retention; structuring retained documentation.

Research limitations/implications

Academic implications are two‐fold. First, it suggests that assessment projects, which estimate knowledge loss risk, and described in most academic researches, should be eliminated in knowledge retention models; second, research should continue, developing more models regarding detailed planning and implementation stages, as initiated in Hofer‐Alfeis DeLong and here. Further research should be conducted in order to discover how effective the suggested methods are in retrospect (after years, and not only after months).

Practical implications

Business implications do exist. The case studies described, using the proposed framework, show that knowledge retention is not only important, but also applicable. Structuring the process and results, as described above, may provide organizations with guidelines how to conduct such projects.

Originality/value

Its value is in changing the suggested known frameworks for knowledge retention, enabling more effective and efficient knowledge retention, and therefore less knowledge loss in organizations.

Details

Journal of Knowledge Management, vol. 15 no. 4
Type: Research Article
ISSN: 1367-3270

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