{
  "issue_key": "vol05-no2-2017",
  "volume": 5,
  "number": 2,
  "season": "Winter 2017",
  "year": 2017,
  "sequence": 18,
  "type": "review-article",
  "section": "Review Article",
  "title": "Reflections on Consulting Staff Retention Policy",
  "subtitle": null,
  "slug": "reflections-on-consulting-staff-retention-policy",
  "corporate_author": null,
  "authors": [
    {
      "given_name": "Taslim",
      "family_name": "Ahammad",
      "credentials": null,
      "affiliation": "Bangabandhu Sheikh Mujibur Rahman Science and Technology University",
      "email": "taslim.ahammad@gmail.com",
      "orcid": null,
      "is_corresponding": true,
      "sequence": 1
    },
    {
      "given_name": "Julker",
      "family_name": "Naim",
      "credentials": null,
      "affiliation": "Fellow of Bangladesh University of Professionals",
      "email": "naim.jnu.bb@gmail.com",
      "orcid": null,
      "is_corresponding": false,
      "sequence": 2
    }
  ],
  "abstract": "Employees who appreciate what they do and the atmosphere in which they work are more likely to continue employed with their company. Retention strategies are significant because they help create a positive work environment and strengthen an employee's commitment to the organisation. Hence, the objective of this paper is to make aware and assist organisation to develop their own retention policies. Labour markets have been tightening over the past decade, and replacement costs associated with filling vacancies have been strengthening upward for years. Development of fully integrated retention policy may be one of the most effective responses that workforce managers can make to these kinds of problems. Integrated retention policy uses problem-relevant information to shape focused retention initiatives. This retention research may help in the policy-development process and shed light on the value of standard practices, offer telling insights into patterns and trends in employee retention policy, the relative tendencies of high and low performers, and provide information relating to the effectiveness of popular retention strategies. In this article, it tried to show how this study of retention research may be used to inform and enlighten a policy-formulation process for employees in an organisation.",
  "keywords": [
    "Retention",
    "Turnover",
    "Motivation"
  ],
  "first_page": 166,
  "last_page": 173,
  "pdf_start": 90,
  "pdf_end": 97,
  "references": [
    {
      "ordinal": 1,
      "raw_text": "Armstrong, M. and Armstrong, M. (2001). A handbook of human resource management practice.8-th edition London: Kogan Page",
      "doi": null,
      "markdown": "Armstrong, M. and Armstrong, M. (2001). A handbook of human resource management practice.8-th edition London: Kogan Page"
    },
    {
      "ordinal": 2,
      "raw_text": "Branham, L. (2005). The 7 hidden reasons employees leave. New York: American Management Association.",
      "doi": null,
      "markdown": "Branham, L. (2005). The 7 hidden reasons employees leave. New York: American Management Association."
    },
    {
      "ordinal": 3,
      "raw_text": "Crowther, D., Lancaster, G. and Lancaster, G. (2009). Research methods, Amsterdam: Butterworth-Heinemann.",
      "doi": null,
      "markdown": "Crowther, D., Lancaster, G. and Lancaster, G. (2009). Research methods, Amsterdam: Butterworth-Heinemann."
    },
    {
      "ordinal": 4,
      "raw_text": "CIPD-(http://www.cipd.co.uk/hr-resources/factsheets/retention-hr-records.aspx, accessed on 15/05/2015)",
      "doi": null,
      "markdown": "CIPD-(http://www.cipd.co.uk/hr-resources/factsheets/retention-hr-records.aspx, accessed on 15/05/2015)"
    },
    {
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    },
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    },
    {
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      "raw_text": "Murray, R. (2011). How to write a thesis, Maidenhead: Open University Press",
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    },
    {
      "ordinal": 10,
      "raw_text": "Mondaq.com, (2015). Five Top Employee Retention Strategies - Strategy - UK [online] (available on: www.mondaq.com/x/155322/Five+Top+Employee+Retention+Strategies, accessed on 16/05/2015)",
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    },
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      "markdown": "MSG Experts (2017). How to Retain the Best Employee, Management Study Guide (http://www.managementstudyguide.com/employee-retention.htm, accessed on 8/12/2017)"
    },
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    },
    {
      "ordinal": 13,
      "raw_text": "Torrington, D., Hall, L. and Torrington, D. (2008). Human resource management, 7th edition, London: Prentice Hall Europe.",
      "doi": null,
      "markdown": "Torrington, D., Hall, L. and Torrington, D. (2008). Human resource management, 7th edition, London: Prentice Hall Europe."
    },
    {
      "ordinal": 14,
      "raw_text": "Taylor, S. (2008). People Resourcing (4th ed.), Staff Turnover and Retention (pp. 431-452) London: Chartered Institute of Personnel and Development.",
      "doi": null,
      "markdown": "Taylor, S. (2008). People Resourcing (4th ed.), Staff Turnover and Retention (pp. 431-452) London: Chartered Institute of Personnel and Development."
    },
    {
      "ordinal": 15,
      "raw_text": "Westbrookstevens.com (2015). People in the Drivers of Change Model [online] available on: www.westbrookstevens.com/people.htm (accessed on 16/05/2015)",
      "doi": null,
      "markdown": "Westbrookstevens.com (2015). People in the Drivers of Change Model [online] available on: www.westbrookstevens.com/people.htm (accessed on 16/05/2015)"
    }
  ],
  "notes": [
    "49\\. Bangabandhu Sheikh Mujibur Rahman Science and Technology University; all correspondence to taslim.ahammad@gmail.com",
    "50\\. Fellow of Bangladesh University of Professionals; all correspondence to naim.jnu.bb@gmail.com"
  ],
  "figures": [
    {
      "kind": "figure",
      "file": "figures/fig-01-p91.png",
      "caption": "Fig 1 Industry Labour Turnover, Source: People 1st analysis of the Employer Skills Survey, UK Commission for Employment and Skills, 2011",
      "pdf_page": 91,
      "text_in_image": "40% | 20% | 0%"
    },
    {
      "kind": "figure",
      "file": "figures/fig-02-p92.png",
      "caption": "Fig 2: Why employees left (Branham 2005)",
      "pdf_page": 92,
      "text_in_image": "Limited career - promotion opportunities | supervisor - lacked respect/support | compensation | job duties boring/no challege | supervisor - lacked leadership skills | work hours"
    },
    {
      "kind": "figure",
      "file": "figures/fig-03-p93.png",
      "caption": "Fig 1.4 Craig Stevens First to leave model",
      "pdf_page": 93,
      "text_in_image": null
    },
    {
      "kind": "figure",
      "file": "figures/fig-04-p94.png",
      "caption": null,
      "pdf_page": 94,
      "text_in_image": null
    },
    {
      "kind": "figure",
      "file": "figures/fig-05-p95.png",
      "caption": null,
      "pdf_page": 95,
      "text_in_image": null
    }
  ],
  "files": {
    "html": "index.html",
    "body_markdown": "body.md",
    "pdf": "article.pdf"
  },
  "word_count": 4620,
  "conversion_warnings": [
    "Figure numbering kept as printed: Fig 1, Fig 2, Fig 1.4; two further images (Benefits Agency sign photo, PDF 94; Rosario Longo reward-impact graphic, PDF 95) are uncaptioned in the print edition and are included without captions.",
    "Reading order on PDF 93: the Training and development paragraph (left column, ending “brown-bag lunch that teaches”) continues at the top of the right column (“people the ins and outs of car insurance…”), with the “Model of Retention Policy” section printed in between at the bottom of the left column. Body re-ordered so that the paragraph is whole and the Model of Retention Policy section follows the Employee compensation paragraph — editor to confirm.",
    "PDF 96–97 recommendations use bold run-in lead words (e.g. “On-boarding and orientation -”), kept as bold lead-ins, not headings.",
    "References: Torrington et al. (2008) “7th” superscript repaired; several in-text citations (e.g. Naukrihub.com, Huntley 2008, Hemsley 2011, Worldwide 2015, Brantham 2015) have no reference entry — as printed.",
    "Footnote markers 49/50 printed after author names in the byline (no trailing full stop)."
  ],
  "manifest_notes": "Literature-based discussion paper; follows the conference divider so presumably a conference paper (not stated on the article). Footnote markers 49/50 lack a trailing full stop. First page single column. Figures: PDF 91 'Fig 1 Industry Labour Turnover' (chart), 92 'Fig 2: Why employees left (Branham 2005)' (pie), 93 'Fig 1.4 Craig Stevens First to leave model' (two overlapping images), 94 uncaptioned 'Benefits Agency' sign photo, 95 uncaptioned HR framework graphic — numbering inconsistent. PDF 96-97 use bold run-in paragraph leads, not headings.",
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}