Employee Retention Models

Numerous models have been developed by researchers throughout the years in an effort to understand job satisfaction. These ideas, which have their roots in psychology, have shaped HR's strategy for employee retention over time. They consist of:

1. The Hierarchy of Needs. 

The Hierarchy of Needs was created by psychologist Abraham Maslow in order to clarify the fundamental human needs and which ones must be satisfied first, but it can also be used to identify the key factors that influence job satisfaction. Psychiatric, safety, belongingness, esteem, and self-actualization are the top five levels of needs in terms of importance.

2. Motivation-Hygiene Theory. 

According to psychologist Fredrick Herzberg, there are two main factors that affect job satisfaction: motivators, or job satisifiers, like recognition, meaningful work, and personal growth. Salary, benefits, and job security are among the factors that contribute to job dissatisfaction, or hygiene. It should be noted that while proper hygiene management can reduce employee dissatisfaction, it is not thought of as a source of motivation or satisfaction.

3. Human Motivation Theory.

The three intrinsic human needs of achievement, power, and affiliation were identified by psychologist David McClelland in his 1961 book The Achieving Society, which built on Maslow's research. Employers can make their jobs more satisfying by knowing which needs an employee values most. Public acclaim, for instance, might make some workers feel ashamed. Goal-oriented tasks suit some people better than others.

4. Job Characteristics Model. 

Occupational psychologists Greg R. Oldham and J. According to research by Richard Hackman, having a diverse skill set, meaningful work, autonomy, and feedback are all factors that contribute to job satisfaction. These qualities should be considered when designing jobs so that employees are motivated and more productive.

5. Integrated System for Retaining Employees

Through the use of the following five phases, The Employee Retention Connection changes the organisational culture and strengthens its competitive edge: Through surveys and focus groups, ERC first examines the organization's motivation and retention culture, including its motivating and demotivating elements. ERC focuses on creating demanding work assignments and jobs and educates managers and supervisors in effective motivational leadership techniques.