Abaarso Tech University Burao
Course: Research Methodology
Class: MBA
Semester: Three
Subject: Article Review Presentation
Group: MBA 2
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Group Members
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Abdirahman Said Oogle
Abdirahim Suleiman Ali
Ismail Mahad Jama
Abdalle Said Gaas
Khadar Yusuf Ali
Mustafe Ahmed
Ahmed Ali Aidid
Jama Abdilahi Egeh
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Influence of Human Resource Management practices on
Employee Retention in Maldives Retail Industry
Mariyam Imna & Zubair Hassan
April, 2015.
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1. Article/ Research Topic
 This study wants to establish the influence of human
resource management practices on employee retention in
Maldives Retail Industry. The study targeted The
sample of 254 employees from 14 retail outlets in Male’
(capital city of Maldives). This study was conducted in
April, 2015.
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2. Introduction
The influence of human resource management (HRM) practices and
policies on employee retention is an important study in the fields of
human resource management. A large number of studies were
carried-out in Asia followed by a handful of studies in Europe and
limited studies were done on other developing countries. But since
this research is constructed on Maldives there are no official
publications carried out on this context as of now, however there are
handful of studies conducted on other topics mainly concentrating on
the Maldives tourism industry ( (Ministry of Tourism , Arts and
Culture Republic, 2011; Shakeela, 2010).
The purpose of this research paper is to analyze the factors influencing
employee retention due to the human resource management practices
implemented by the organizations in Maldives retail industry. Also the
findings of this study can support organizations to come up with appropriate
strategies to improve retention and employee performance through human
resource management practices in Maldives Retail Industry.
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3. Objective
 The main research aim of this study is to evaluate the
influence of human resource management practices in
terms of career development, performance appraisal ,
training and development , reward and compensation
and adopting health and safely in organizations on
employee retention in Maldives Retail Industry.
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4. Methods
 This research study used quantitative method for data collection.
The study adopted descriptive and explanatory research design.
Also this study used a cross sectional survey methods using
questionnaires containing 30 items with Likert Scale (Disagree -1
and 5 for Agree). The sampling techniques used to select employee
for this survey is convenient sampling method. The collected data
was analyzed using descriptive means and regression via SPSS.20.
Also reliability test (Cronbach’s Alpha) was conducted to test
internal consistency.
 This study has several limitations. First, the target population to
collect data is limited. Second, the cost involved to cover the entire
target population is a huge amount. Furthermore the researcher to
personally visit Maldives and collect data was another challenge as
the research is not a funded research.
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5. Results
 This study found that three human resource practices
such as career development, reward and recognition,
and health and safety have a positive and significant
impact on employee retention.
 This research did not find any significant influence of
training and development nor performance appraisal on
employee retention. However when training and
development is linked with career development, there is
a positive and significant influence on employee
retention. Also when performance appraisal is linked
with reward and compensation there is a positive and
significant influence on employee retention.
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6. Discussion
This finding is similar to the previous similar research done in other
contexts. For example in terms of career development we found a
positive and significant relationship with employee retention. This
is confirmed by previous studies such as Day (2007), SHRM (2012)
and Merchant (2013). Also in terms of training and development
the result is confirmed by previous researches such as Kaymaz
(2010), Ameeq-ul-Ameeq & Hanif, (2013), and Tangthong (2014).
Similarly the positive relationship between performance appraisal
and employee retention are also similar to previous studies such as
Tay (2011), Yi, Nataraajan & Gong (2011), Bhattacharyya (2011),
Fulk, Bell & Bodie, (2011). Previous studies also confirms the
relationship between reward and recognition and employee
retention (Fogleman & McCorkle, 2013; Saeed, et al., 2013;
Edirisooriya, 2014). Lastly, health and safety relations with
employee relation is also confirmed by previous studies such as
Armstrong (2010).
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7. Conclusion
 There is a positive and significant influence of career development
on employee retention. This study concluded that career
development is one of the key factor that plays an important role in
retaining employees in the organization.
 There is no significant influence of training and development on
employee retention. This is evident in past research as well. This
research concluded that training and development combined or link
with career development opportunities will retain employees in the
organization.
 Similarly there is no significant influence of performance appraisal
on employee retention. Therefore this research concludes that
performance appraisal conducted by linking with reward and
compensation have a significant and positive influence on employee
retention.
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Continue…..
 Since this study was conducted only in Male’, the capital
city of Maldives further studies across the country is
recommended. These future studies could also be
focused on other industries and additionally explore
employee performance based on the human resource
management practices.
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End
Thank You
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