Abstract:
The role of the information technology sector cannot be overemphasized as it is one of the backbones of the modern economy, often having fast growing technologies and contributes immensely to the economy. Yet, it is also accompanied with numerous HR issues which poses threats to its growth. In these areas, such challenges as employee sourcing and recruitment, lack of adequate skills among the workforce, low employee engagement, and high attrition rates are common. Perhaps, the most significant problem among all is the issue of employee turnover as it is evident that it has dire effects which are rather widespread in nature (Lazzari et al., 2022) . There are various factors that lead to the process of employee turnover, whereby customers of an organization are provided by new hires. Such factors consist of career advancement, stress compensation, leadership, work-life imbalance and others(Brough et al., 2020a). The IT sector has been thoroughly impacted due to the massive demand for professionals in this field, and thus, employees will always find better job opportunities. This mobility can cause a turnover of a constant nature, rendering teams unstable and affecting the progress of an ongoing project. Manpower turnover can be a major concern in any organization or industry; however, it is particularly crucial for IT companies. Accomplishing this may help organizations save millions of dollars by decreasing turnover costs and using retention techniques to maintain costly relationships with critical employees that offer the organizations’ existing knowledge base and ideas. There is also a need to embark on stability within the workforce since this would ensure that most workers remained loyal in the organization hence improving on the working environment, employee relations and productivity. Second, the lower turnover rates also benefit than the organization as it boosts the reputation of the organization that in turn helps the organization attract more employees as well as support customer loyalty (Warraich et al., 2019).
