Abstract:
The aim of the study is to determine how HR metrics can influence the retention of
employees. The objectives of this research that has been proposed for this particular study
to study the concept of HR metrics that measuring the individual HR practices
(recruitment, selection, training & development, compensation, performance and employee
relations) and the impact it can develop on retaining employees. Human resource analytics
is an evolving and developing field in companies with Business Analytics, when HR
quantify its overall strategic impact on the success drivers of Human Capital, which are
employee performance and engagement, studying workforce collaboration patterns,
analyzing employee demographics and turnover. The researcher has used survey strategy
through which quantitative data is gathered. The quantitative data is gathered through
questionnaires. The questionnaires were circulated among the sample of 235 respondents,
selected through purposive based sampling in non-probability sampling technique. The
data gathered for the research is assessed and analyzed through statistical software SPSS.
The research finding can be concluded by stating that the author has identified the answers
for developed research questions.
In fact, it has been noted that among all of six tested hypotheses, three are accepted
indicating that there is a positive relationship between variables whereas, the relationship
of recruitment, performance and employee relations variable failed to prove their impact
on the retention of employees. The study finding endorse the measurement of HR practices
through HR metrics in selection, training& development, compensation, influence the
retention of employees. The findings depict that data collected for each of the variable of
the study is reliable and authentic. The regression findings of the study facilitated in
concluded that HR metrics and Employee retention are weakly associated with each other.
Based on this fact, researcher recommends that the HR metrics and analytics is still in its
infancy stage and a lot more research work is needed to identify the strategic metrics for
building Human Capital
