INTRODUCTION

Long-term health and success of any organization depends

upon the retention of key employees.
Encouraging employees to remain in the organization for a
long period of time can be termed as employee retention.
It is a process in which the employees are encouraged to
remain with the organization for the maximum period of time
or until the completion of the project
 PROBLEM STATEMENT

According to Amos and Weathington (2008), employee

turnover is a major problem for organizations around the
world because turnover is costly; turnover costs time and
money in terms of training and recruiting replacements
for employees who separate.
The costs of turnover could range from 25% to 200% of
an employees annual compensation (Amos &
Weathington, 2008).
 RESEARCH QUESTION &
OBJECTIVES

1. What is the relationship between rewards with employee

retention?
2. What is the relationship between training and
development with employee retention?
3. What is the relationship between environment with
employee retention?
Objectives
4. To determine the employee retention between rewards
among public servants.
5. To determine employee retention towards training and
development factor of public servants.
6. To study the environment factors affecting employee
retention.
 SIGNIFICANT OF THE RESEARCH

Helped the researchers to determine the factors that

affect employee retention among public servants:

1. Between employee retention and rewards

2. Between employee retention and training and

development

3. Between employee retention and environment

. Helped the researchers to determine the most
influential factor that affects employee retention.
 LITERATURE REVIEW

DV:Employee Retention
Employee Retention involves taking measures to encourage employees to remain in the
organization for the maximum period of time (Griffeth & Hom 2001). Organizations are
facing a lot of problems in employee retention these days.

IV:Rewards
The literature meaning of word reward as it is something the offer by the organization
to the workers in response of their performance and contributions which are expected by
the workers (Agarwal, 1998).
IV:Training & development
Organization has the incentive to make investment in form of training & development
only on those workers, from whom organization expect to return and give output on its
investment (Messmer, 2000).
IV:Environment
A numbers of studies have conduct to explain the work environment with different
aspects such as job satisfaction (laffaldano & Muchinsky, 1985) and employee retention
(Martin 1979), employee turnover, organizational commitment and job involvement
(Sjoberg & Sverke 2000).
 HYPOTHESIS

1)Ho: There is no significant relationship between employee

retention among public servants and rewards
Ha: There is significant relationship between employee
retention among public servants and rewards
2)Ho: There is no significant relationship between employee
retention among public servants and training and
development.
Ha: There is significant relationship between employee
retention among public servants and rewards
3) Ho: There is no significant relationship between
employee retention among public servants and environment
Ha: There is no significant relationship between employee
retention among public servants and rewards
 CONCEPTUAL FRAMEWORK

Independent Variable (IV) Dependent (DV)

Rewards

Training &
development
Employee
retention

Environment
 METHODOLOGY

The respondent that

Sample will be choose are 150
public servant
size
Samplin Census Sampling
g Data is collected for
Techniq each data and every
unit
ue
 LIMITATIONS

Time constraints
Public servants in rural areas
 CONCLUSION

The factors that have been identified were rewards,

training & development and environment.
Compensation, reward and recognition play a key role
in employees motivation which leads to employees
retention in the organization.
In the area of work environment found that it is key
factor in employee retention, it is also found that
employee leave the job due to work environment.