Introduction

Educational
institution
’s success
in the current
scenario depend
s majorly on
how it
prioritizes
andinfluences
its employees
for the reason
that individuals
once get trained
in the existing
organizationhav
e a tendency to
resign and join a
better
organization for
their personal
career growth.
Therefore,organ
izat
ion’s now are
compelled to
have
innovative
strategies to
retain skilled
and
productive
employees.
According to
Borman &
Motwidlo, 1993
; Cable &
Parsons, 2001;
Feldman, 2003;
Spector,
1997, “the
continuing
prosperity of
a firm is
likely to be
enhanced by
em
ployees who
hold
attitudes,
value and
expectations
that are
closely
aligned with
the corporate
vision”.
(Glen,
2006)analyze
d that’s Since
turnover
warrants
heavy
replacements
and training
expenses,
organizations
are now
recognizing
employee
retention as an
important issue
that merits
strategic
attentions.Griffe
th et al. (2000)
have studied
that when
efficient
workers get
insufficient
remuneration
andrecognition
they tend to quit
the
organization.
Mobley et al.
(1979) has
shown that age,
low
jobcommitment,
dissatisfaction
at workplace etc
were all related
to employee
turnover.Emplo
yee retention is
a systematic and
continuous
effort put by the
management
to create and
augment a
workplace
that uplifts
the
employees’
interest to
retain with
the
organization for
a longer period
of time. Samuel
and Chipunza
(2009) (1)
, defines “
Employee
Retention is to
look for ways to
prevent the
capable workers
from quitting
the organization
as thiscould
have negative
effect on
productivity and
profitability.
Chaminade
(2007) (2)
stated that
“Retention is
a voluntary
move by the
organization
to create an
environment
which engages
employees
for a long
term”.
Steel, Griffeth
and Hom
(2002) (3)
added to this
view that “the
fact is
often
overlooked, but
the reasons
people sta
y are not
always the
same as the
reasons
people
leave”.
According to
Bogdanowicz
and Bailey
(2002) (4)
retention
activities may
be defined as a
sum of allthose
activities aimed
at increasing
organizational
commitment of
employees,
giving them an
overallambitiou
s and myriad of
opportunities
where they can
grow by out
performing
others. Mita
(2014)
(5) defined
employee
retention as
“a technique
adopted by
businesses to
maintain an
effective
workforce and
at the same time
meet the
organizational
requirement
s”.
According to
Yukon
Bureauof
Statistics
Business Survey
(2008) (6)
institutions
that exhibit the
importance of
their
workers andwhi
ch practices the
best retention
strategies will
benefit from the
workforce both
in terms of
workcommitme
nt and
productivity.
Cascio (2003)
(7) has
perceived the
multidimension
al concept of
Employee
Retention
Strategiesin
Education
Sector In India-
A review of
literature
4

retention as,
initiatives
adopted by the
organization to
prevent
employees from
quitting
theorganization.
ALDamoe et al.
(2012) and
James and
Mathew (2012)
(8) defined the
concept
as avoluntary
process by any
organization to
avail an
environment,
which
encourages and
motivates peopl
e to remain with
the entity for the
maximum
period of time.
According to
business
dictionary
(9) employee
retention
refers to “ an
effort by a
business to
ma
intain a working
environment,
which
supports
current staff
in remaining
with
the company”
.
Whenever a
prospective
employee is
likely toquit his
current position,
it is the
responsibility of
the management
to ascertain the
reasons behind
the
employees’
dis
satisfaction and
should make an
attempt to
analyze the
various ways
through
whichthe
employee can
be retained. The
prime reasons
as to why
employees leave
the organization
are
lesscompensatio
n package, no
rewards and
recognitions,
unprofessional
work
atmosphere,
work-
lifeimbalance,
lack of facilities
such as ICT and
proper
class rooms, no
support from
the
management,ab
sence of
appreciation and
lack of training.
The institutions
not focusing on
these areas are
findingit
difficult to
satisfy and
retain their
employees thus
leading to
increased
employee
turnover