The Approaches to Increase Employees’ Loyalty: A Review on Employees’ Turnover Models

It is a widely acknowledged fact that retaining organizational employees is a critical challenge to many human resource managers, however, this relationship is said to be an important mechanisms through which socialization tactics influence commitment and turnover. From a managerial perspective, the attraction and retention of high-quality employees is more important today than ever before. A numbers of trends make it vital that firms acquire and retain human capital as it is known in human resource that turnover is the rate at which an employer gains and misplaces employees or how long employees tend to stay. Authors have pointed out that turnover is one of the most researched phenomenon in organizational behavior. Issues they need to consider may be in the areas of shrinking pool of entry-level workers, individual differences, use of temporary workers, productivity and competitiveness, retirement benefits and skills development. As it is typical for most studies on turnover, the focus is mainly on members leaving rather than entering the organization. High turnover is harmful to a company’s productivity if it involves skilled workers. Organizations are increasingly concerned about their capability to retain their key employees such as high performer and employees who make an important contribution to stimulate organization’s innovative behavior. Consequent upon this, this research seeks to review some of the past models with a view to understanding the trend and proffer recommendations to organizational policy makers in both public and private organization