Identifying factors for employee retention using computational techniques: an approach to assist the decision-making pro
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Identifying factors for employee retention using computational techniques: an approach to assist the decision‑making process Zahid Halim1 · Maria2 · Muhammad Waqas1,3 · Cedric A. Edwin4 · Ahsan Shah1 Received: 10 April 2020 / Accepted: 23 August 2020 © Springer Nature Switzerland AG 2020
Abstract In the today’s competitive environment, employee retention is a challenge faced by many industries. This work aims to identify the factors that influence employee retention. This is done using employees’ feedback and various computational techniques. A survey is conducted within multiple sectors to collect data. The questionnaire is divided into two parts: the first part includes demographic information, whereas the second part contains questions pertaining to employees’ job description and their satisfaction. The questions on the second portion are based on theories like Herzberg’s duality theory, expectancy theory, social cognitive theory, and sociocultural theory. These theories are further linked with factors like motivation, recognition and reward, bullying and work harassment. Later, the frequent items mining technique from the domain of data mining is utilized to identify the frequent factors from an employee perspective toward better retention rates. A test is also conducted to ensure the reliability of the data. The obtained results indicate it to be 87% reliable. A comparison between two frequent items mining methods indicates four times quicker performance of the k Direct Count and Intersect (kDCI) method in identifying key retention aspects from the data. A tool is utilized for analysis of variance (ANOVA) and exploratory factor analysis (EFA) tests to find factors crucial for retaining employees. The result identifies that work environment, reward and recognition, work performance, supervisory support, and income have high impact on employee retention. Keywords Employee retention · Frequent items mining · Retention strategies · Organizational environment
1 Introduction Human resource is generally the most valuable asset for an organization. Skilled human recourses enable an organization to excel and achieve its objectives efficiently [1, 2]. To classify an employee as skillful, her experience acts as a key indicator in addition to other basic credentials [3]. Organizations prefer to retain their existing skilled employees by offering multiple perks and benefits [4]. They also try to attract skilled resources using similar measures. At times,
such skilled resources are attracted by the competitor organizations. This results in the issue of employee retention [5]. The issue is dependent on the country’s culture, its economic growth, the number of companies operating in public/private sectors and the availability of skilled human resource [6]. Interestingly, today`s corporate sector has seen an increased number of employees leaving the previous job to find better opportunities [7]. Organizations facing this challenge need to adopt new strategies and identify factors to motivate their skilled resources. Huma
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