There are various scales for measuring retention. e.g Turnover intentions, Intention to stay. Please suggest which measure among these or any other will be suitable to associate retention with employer branding?
Hi Garima
Try reading the following that could be of help to you:
http://www.sustainablebrands.com/news_and_views/organizational_change/abbie_reedy/3_best_metrics_effective_employee_engage
http://www.infosurv.com/employee-retention-survey/
http://www.hrvoice.org/how-to-measure-employee-retention/
http://shodhganga.inflibnet.ac.in/bitstream/10603/23927/11/11_appendix.pdf
https://www.scribd.com/doc/51289915/EMPLOYEE-RETENTION-STRATEGY-Questionnaire
Good luck.
There are two levels of analysis: the organisational and the individual levels. If you are working with the organisational level, the good measure to consider is "Voluntary turnover rate". But if it is at the individual level, you can use any of the measures mentionned in your request. The different will be in terms of analysis. You have to analyse your results according to the measure considered (Turnover Intention = Intention to quit or leave. That is the opposite of Intention to stay).
I agree with Nwahanye about using intention to quite as measure to employee retention.
Dear Garima jee. Namaskar. Congrats for choosing an interesting and relevant topic of employee retention. Administering your questionnaire on employees requires you to measure their 'intention to quit' as the key for which you've to use a number of statements that lie in measuring their 'intention to quit', instead of directing asking them if they intend to quit. All the best
You may refer to the following articles to decide on what scale to use:
http://arno.uvt.nl/show.cgi?fid=115945
https://www.researchgate.net/file.PostFileLoader.html?id=55ef33d85dbbbd436c8b4577&assetKey=AS%3A271490226585627%401441739722470
http://www.sciencedirect.com/science/article/pii/S2212567116000861
Please Consider my thoughts:
Team Building - Recognize key strength to assign work, Nurturing synergies between academic and support systems, Decentralized ownership on key areas;
Capacity Building - Building core competence, Enhancing capacities and skills, Exposing to emerging new technologies;
Environment - Conducive learning/working environment, Technology capacitate knowledge dissemination, Cohesive institutional culture;
Innovations and research - Cross-border associations/ collaborations, Scenario-based/case-based learning, Barter research avenues for livelihood and sustainability; and
Leadership and Human Capital - Standout in knowledge societies, Converting resources into capital, Leveraging capital to potential arenas;
Above have given me very positive results.
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