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Abstract
Employees are the greatest assets that distinguish one organisation from the other. Investing in human capital gives a competitive edge in achieving the organisation’s objectives. Retaining key employees is essential for the smooth functioning of the organisation. With the increase in opportunities for the employees, retaining talent has become a challenging function. But, when these key employees are women, many organisations are befuddled as to how to retain this valuable talent. Framing of retention strategies is no magic pill for the organisation’s retention issues, but successful implementation of the strategy is needed to see the change in the retention climate. Retention cannot be accomplished just by monetary benefits but includes a host of other factors to motivate the employees to stay in the same organisation. Women employees definitely need a set of tailor-made retention strategies to suit them. A few simple strategies can make a vast difference in the retention of female employees. The benefits of maintaining a women-friendly environment far outweigh the costs. The benefits do not just pertain to the productivity of the organisation but spell economic growth for the country also. Work-life conflicts, gender imbalance in senior management positions, inflexible schedules, safety and other challenges continue to plague companies large and small. IT sectors have been battling with alarming retention rates for decades due to their varied shift timings, burnouts, job instability and intense competition. With women force entering the IT sectors, various changes are made in the form of work from home options, childcare facilities, secured workplace, transport facilities, etc. Hence the research aims in finding the retention factors which attract women employees and the retention strategies followed in present to suit women employees. These outcomes would result in finding ways to increase the retention rate of women employees.