Work-life programs enhances employee retention (PDF)

Bachelor Thesis from the year 2011 in the subject Business economics - Business Management, Corporate Governance, grade: B, , language: English, abstract: Implementation of work-life programs, as promoted by many organizations, aim at attracting better employees, increasing performance and productivity of employees, reducing work-to-life conflicts, and reducing the rate of employee turnover. Still, other organizations implement work-life programs because of the regulations by governments or other bodies. This research paper examines how work-life programs enhance employee retention.
There have been extensive studies on this issue as work-life practices continue to increase in their importance and adoption. However, there has been varying results regarding the effectiveness and benefits of implementing work-life programs. Whereas some researchers have reported positive results, others have established negative results. There are those who have also found no difference at all. In our study, we reported positive outcomes of work-life programs in relation to employee retention. We propose through the paper that organizations that have not adopted work-life programs do so, although they have to modify the programs and practices according to their specific needs. This is because work-life programs, apart from enhancing retention, increase productivity, reduce costs, and create competitive advantage to the organization.............................................................................................................................................................................................................................................The purpose of this research was to examine how work-life programs enhance employee retention. Many companies are presently initiating work-life programs as way of improving their working conditions, and attracting or retaining their employees. Many companies have realized that employees need more flexible working conditions to successfully manage work related issues and family issues, and with the global recession many companies suffered financially and can no longer continue to offer financial compensation. However, with increased rate of employee turnover in many companies, work-life is used to develop loyalty and enhance employee retention. This study used both primary and secondary research methodology. Primary research involved an interview of 55 employees. The employees selected were from different organizations, but below management level. Secondary research entailed literature review from previous studies on the same subject.