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Advisor(s)
Abstract(s)
This paper systematizes scientific knowledge on human resources retention, presenting a
systematic review of the literature of the last decade. The study permitted (a) the
characterization of scientific production of the last decade on the subject, (b) the
identification of the main issues associated to employees’ retention problematic, (c) the
retention factors of employees on organizations, and (d) the more prevalent human
resources management practices related to employees’ retention. Results associated
retention (1) to employees in general; (2) by business sector; (3) within human diversity;
(4) by organizational context; (5) within international missions; (6) by roles; (7) by
company size; and (8) by generation.
Organizational factors represent the factors that most affect retention, specially the good
relationship with hierarchical superior and colleagues. HRM practices with most impact on
retention revealed to be selection and recruitment, induction, professional development
(performance management, training, career management), rewards system, organizational
culture, and change management. Implementing retention practices specifically addressed
to each person, organization and context is indicated to be, nonetheless, the most effective
retention practice.
Description
Keywords
Retention Good practices Human resources management Systematic literature review