Work Life Balance Retention (Wlbr) Model – A Weapon to Retain Hi-Tech Employees

Author(s)

NEHA BAJPAI , Dr. ASHA PRASAD , Dr. P. N. PANDEY ,

Download Full PDF Pages: 92-99 | Views: 381 | Downloads: 102 | DOI: 10.5281/zenodo.3441890

Volume 2 - December 2013 (12)

Abstract

this paper presents an integrated model of retaining IT professionals in the organization. Nowadays, the competition among the hi-tech companies is increasingly focuses on the competition in hi-tech employees. In today’s fast paced society and an intensely competitive environment, the Human Resource Managers are seeking options to improve employee morale, retain hi-tech employees with valuable technical knowledge and keep pace with workplace trends. If the HR Managers of IT firms will not be careful, it will result in the outflow of innovative and technical employees who are regarded as the core of human resources for the organizations. Therefore, the outflow of the hi-tech employees counts a lot to the organizations and they examine the means of talent retention. This paper emphasizes on an important weapon in the form of Work Life Balance Retention (WLBR) Model to retain the hi-tech employees through encouraging Work Life Balance in the organization. WLBR Model reveals that work-life balance is both important for the organization and for its employees particularly in current dynamic organizational scenarios. It helps the organization to improve productivity, efficiency, competitiveness, morale and hence gain a competitive edge. Similarly employees are benefited from work-life balance initiatives through increased motivation to work, enhanced satisfaction, empowerment, commitment and ultimately retention in the organization. 

Keywords

Employee Retention, Work Life Balance, Work Life Balance Retention Model, Retention Strategies 

References

  1. Caspar, Wendy J. and Louis C. Buffardi. “Work Life benefits and Job Pursuit Intentions: The Role of Organizational Support.” Journal of Vocational behavior 65 (2004)
  2. Bird, J. (2006), Work-life Balance-Doing it Right and Avoiding the Pitfalls. Employment Relations today, 33 (3).
  3. Clutterbuck, D. (2003). Managing Work-life Balance:A guide for HR in achieving organizational and individual change. London: Chartered Institute of Personnel and Development.
  4. Greenhaus, J. H., Collins, K. M., & Shaw, J. D. (2003). the relation between work-family balance and quality of life. Journal of Vocational Behavior, 53, 510-31.
  5. Guest, D. E. (2001). Perspectives on the study of work-life balance. A discussion paper. Retrieved august 30, 2005, from http://www.ucm.es/info/Psyap/enop/guest.htm
    Amber Tariq, Aslam, Siddique, Tanveer (2012), “Work-Life Balance as a Best Practice Model of Human Resource Management: A Win-Win Situational Tool for the Employees and Organizations, Mediterranean Journal of Social Sciences, Vol. 3 (1) January 2012, ISSN 2039‐2117
  6. Lockwood, N. R. (2003). Work/Life Balance-Challenges and Solutions. Alexandria,USA: Society for Human Resource Management (SHRM).
  7. Frone, M.R. Yardley, J.K., and Markel, K.S. (1997), Developing and testing an integrative model of the work-family interface, Journal of Vocational Behavior
  8. Managing Work Life Balance International (2004), Work Life Initiatives, The Way Ahead, Report on the year 2004 Survey.
  9. Hudson. 20:20 series- A case for work/life balance:closing the gap between policy and practice.
  10. The Case for Work Life Balance: Closing the Gap Between Policy and Practice by Anne Hatton, Chief Executive Officer, Hudson Australia & New Zealand.
  11. Work-life balance, employee engagement and discretionary effort – A review of the evidence March 2007 by Dr. Mervy
  12. IBM Business Consulting Services‟ Human Capital Management (2005). The Capability within : The global human capital study 2005.
  13. Frye, N., & Breaugh, J. (2004), Family Friendly Policies, supervisor support, work-family conflict, family-work conflict and satisfaction: A test of a conceptual model, Journal of Business and Psychology
  14. Hayward, A. (2011), Parental leave pays off for business - Fair Work Ombudsman Nicholas Wilson. http://www.theaustralian.com.au/business/breaking-news/parental-leave-pays-off-for-business-fair-work-ombudsman-nicholaswil son/story-e6frg90f-1226089769680. The Australian.
  15. HRSD, (2007, January 31), Human Resources and Skills Development Canada. Retrieved July 17, 2011, from Human

Cite this Article: