The main concern of this Human resource management essay is to analyses the issues faced by the finance industry for attracting and retaining the best employees in the sector. The rate of employee turnover has increased in recent days and this rate leaves an impact on the growth of the financial sector, but as a side effect, it also increases the expenses of the management of human capital. There is a specific relation between the employee turnover and the profits of the monetary and non-monetary employees. The financial sector has a major role in making the national economic structure strong. The process of strengthening the structure happens through a huge contribution of GDP in the financial sector. As per the government economic records, there is a huge input of around $159 billion to the GDP in the financial year of 2018-19. This is one of the biggest investments to the GDP, which makes the financial sector of Australia to hold the strong and increasing workforce of approximately 450,000 people.

Though there is a successful growth rate in the industry, there are some issues regarding the turnover of the employees in the past years. There is an insight of the roles and responsibilities of HR in order to seek solution to the issues in the financial sector in this essay. There is a detail analysis of the challenges that the finance sector is facing in order to attract and retain the employees to their job roles.

It can be noted in this Human resource management essay that finance industry is the only sector that comprises of job roles which are very much interconnected with each other. Normally, Banks operate with serves which are accessible to all employees and the data updates normally take place at different systems and different locations. As the banking industry comprises of integrate calculations and procedures of data updates regarding transactions, it is important that the employees stay update of each other’s activities. If there is no link or communication in between the employees and limited amount of communication, then there will be situations where the employees will grow frustrated and leave the firm (Hussain, 2015). Thus, it is important that Organisations across the world in the finance sector are encouraging a co-operational and employee centric culture that is supportive towards communication. Banks and other financial institutions are often regarded as workplaces which are monotonous and thus it can be said that the excess work pressure and the monotonous activities are often responsible for policies and systems which are too slow and stagnant as far as Organisational change is concerned.

The above mentioned reason creates the chances of excess workload and employee frustration when there are sudden changes in the systems and policies. The Organisational change management theories in this case must be revisited so that the challenges can be addressed (Asad, 2018).

The aspect which further increases the challenge in this case of Human resource management essay is the communication in between the experienced employees and the new graduates. The employees can be responsible for communicating the issue of monotony and inflexible culture with the new trainees or graduates and this commutation mostly occurs outside the firm at a personal level. Thus it can be said that the issues can pose a threat for the firms as far as employing and retaining employees are concerned. It must also be remembered that banking sector is a very demanding industry as far as employee commitments are concerned and thus the culture of the firms play a major role in effecting the decisions of the employees (Khadka, 2018). Due to increase of consumer demand and the Organisational objectives, banking firms are often left with limited amount of options.

In the banking sector, there are different activities which require the firms providing the new joiners with ideal time and quality of training. The Organisations in these cases face challenges as the training of employees can include factors which are belonging to the external environment and thus they are hard to control. The challenges faced by banking sector in training employees are as follows:

The measuring of training effectiveness can also be difficult for several Organisations due to the fact that often as per company policies, employees are not allowed to take on fresh duties until their training is finished. Therefore, situations can occur where banks are not sure if the training was a success due to the fact that they cannot ask the employees to work on fresh duties when their training is underway. This can call for unnecessary confusion and as a result the outcome can be adverse. The process of conducting exams within the training process on the other hand can increases costs and thus overall it can be said that the developing effective employees is a major issue for firms across the financial sectors often require the employees to be present at the workplace regularly and this can negatively impact the employee decisions if they are not able to keep the balance between workplace and personal life. In most of the occasions, the firms or Human Resource Management has nothing to do as demands should be met so that there are no gaps in.

It is obvious that banking industry like other Organisations are dedicate towards making sure that they implement the most recent technologies in order to enhance operational ease and competitive advantage. However, the issue with technology is that it can change and upgraded from time to time. This creates a situation where the employees have to be vetted once again so that the firm understands the capability of them being able to operate the new technologies. The creation of training and development in this case can be a good option, but there is the disadvantage of added cots. However, changing with the technological changes is necessary due to the fact that it involves the firms being able to provide the employees with appropriate facilities that can be sued to perform effectively (Ledimo, 2018). For example, if there are situations where new software is available which is efficient for creating Final Accounts, then, it must be implemented so that the employees are able to effectively go about their operations of creating final accounts. To make sure that operational resources such as employees stay consistent as per the changing demands and situations, the implementation of technology must be accepted. However, the above mentioned issues in this Human resource management essay that come along with the implementation can turn out to be a challenge as far as retaining employees are concerned.

The competition in the finance sector as opined by Kashyap et al. (2016), is a trending factor at recent times. The competition is apt for sometimes but sometimes it follows by financial crisis. It is being hard for the HRs to appoint new employees, as there is an acute scarcity of skilled employees in the industry. The transformation of the finance sector is started to happen as per following the deregulation of the sector since 1980s. This transformation mentioned in this Human resource management essay opens the surface to the system of bigger viable forces. The regulatory act started to affect the sector from that point of time and it becomes important for the market participants to take part in the periodical dynamics of the risk taking method (Hussein & Goel 2016). The rising effects of poaching affect the industry highly. This reduces the retention of the employees in the finance sector. The threats of the new entrants have an important role on framing the financial sector. It is seen in Australia that the entrance of the originators of mortgages reduces the scope of distribution of cash rates on the mortgage properties. There is entrance of the overseas banks in the online deposit sector, which makes a relative increase in the deposited cash rate.

As said by Hellmann et al. (2016), the financial sector of Australia is controlled by four major controllers, four banks are important in the banking sector and four important insurers to control the insurance sector. The highest rate of market share is over 75% in the markets for lending loans to small business initiatives. The market share of the insurance sector goes up to the rate of 80% or higher for those who seek any kind of insurances. The changes in the financial structure are at specific in terms of the improvement in the market share results. The structures of loan for the small business have more obstructions as the lack of proper information about the lenders. The advanced technical support can bring some improvement in the scenario (Forbes et al. 2015). In addition to that, there is a major lack in the alternative sources of funding to the bank loans, which reduce the chance of improvement of the financial infrastructure. The excessive competition is harming the financial stability of the country. There is a constant competition to maintain the safety of the banking sector, which acts as an implication of the competition. Due to all this exceptional situations illustrated in this Human resource management essay, the banking sector is gradually losing their capability of sustaining their employment. The lack of basic knowledge about the sector and the fear of sudden recession stop employees from entering to this sector (Green 2016). 

The shortage of skilled employees is increasing day by day in the finance sector. In a recent research of West & Bhattacharya (2016), it has been seen that around 70% of financial personnel find the accessibility of the basic abilities as a growing threat in the market. This is increasing the tendency of using the technology as a substitute of the human work force. There is emergence of the digital alternatives such as Artificial Intelligence (AI), software engineers and data scientist in the financial sector that reduces the chances of human employment in the sector. A recent financial research shows that around 76% of financial institutes has introduced with new IT roles for improving the banking sector. The financial firms have more need of complied authority in recent times, which includes the ACA act, anti-money laundering regulations, capital requirements and consumer protection act (Zingales 2015).

A basic knowledge about the Exchange and Securities requirements are important for controlling the public and corporate office roles. The general terms of acceptance of the accounting principles is an essential factor to know about this sector. The multilingual abilities are considering as the basic requirement for the banking professional, lacking of which makes an employee incapable for the job as the banking sector is tending to expand in to new countries and markets. Another hindrance as opined by Zhong et al. (2016), comes in the shape of monetary offense and anti-money laundering which needs specific attention for reduction in the growth of the banking sector. The hierarchy of the banking sector requires intense skill and abilities lacking of which misbalances the sector accordingly. This high demand of skills and abilities in the banking sector sometimes act as a drawback for engaging maximum number of employees in the work sector.

Financial sectors mentioned in this Human resource management essay are also experiencing a huge revolution with the introduction of the technical support. The digitalized work force provides such effectiveness in the work process which incompatible in terms of human work force (Ruming 2016). The automation procedure increases the customer satisfaction and enhances better experience for the customers. This reduces the chance of indulging human work force in action. This comes out as the reduction of job profiles in the banking sector. The high-speed services decrease the expenses of several banking operations. However, the performance management as stated by Gomber et al. (2017), also starts to engage the technical supports with them in order to enhancing their work ability and improving their performances. This helps to improve the entire performance of the organisation. According to a recent study, it is noted in this Human resource management essay that around 46% people are remarkably enhancing their work skill with the technical help. Still, the digital transformation in the work sector plays a challenging role for engaging employees in the banking sector (Marti et al. (2016).

Incentive acts as an influential factor for an employee, which motivates him/her to work with better output. Every beneficial step taken by the management for the betterment of the employees is counted as incentives. Two types of incentives are available in the banking sector, financial and non-financial incentives. Financial incentives are provided to individuals or to a group in oder to satisfy their monetary need (Nair et al. (2016)). This also helps in creating a secured future. Nonfinancial incentives are serving the aspects apart from the monetary and security needs. This type of incentive comes in the shape of status, work environment, scopes for better career and many more. The main purpose of this type of incentive is to fulfill the basic needs of the employees, which cannot be measured in terms of money. Proper application of incentives attracts the employees to stay connected with the banking sector. As working with banking sector is a boring and stressful job, incentive is the only factor that can motivate them in performing their best. The misuse of this facility is the biggest challenge that the sector is facing at present time (Hussein & Goel 2016).

The factors mentioned above in this Human resource management essay can be regarded as important issues for firms across banking sectors as far as recruiting and retaining employees are concerned. The Organisations however can follow the recommendations below in order to make sure that the recruitment and retention issues are nullified.

Employees can be regarded as one of the main stakeholders in any Organisation regardless of it being related with any sector. The banking sector however, is very challenging as the job profiles are normally very demanding and there are fewer margins for errors. Therefore, it is ideal if the Organisations are aware of the strategies that can help in keeping up with the employee interests. The study of Human resource management essay above is very much effective in terms of making sure that the barriers for effective employee selection and retention are identified and thus the learning can help in future operations.

References

Ahmad, N., Tariq, M. S., & Hussain, A. (2015). Human resource practices and employee retention, evidences from banking sector of Pakistan. Journal of business and management research, 7(3), 186-188.

De Sousa Sabbagha, M., Ledimo, O., & Martins, N. (2018). Predicting staff retention from employee motivation and job satisfaction. Journal of Psychology in Africa, 28(2), 136-140.

Forbes, M. G., Patwardhan, R. S., Hamadah, H., & Gopaluni, R. B. (2015). Model predictive control in industry: Challenges and opportunities. IFAC-PapersOnLine, 48(8), 531-538.

Gomber, P., Koch, J. A., & Siering, M. (2017). Digital Finance and FinTech: current research and future research directions. Journal of Business Economics, 87(5), 537-580.

Green, M. A. (2016). Commercial progress and challenges for photovoltaics. Nature Energy, 1, 15015.

Hellmann, T., Frydrych, D., Hicks, C., Rauch, C., Brahm, F., Loch, C., ... & Hiscocks, P. (2016). Financing UK Scale-Ups: Challenges and Recommendations.

Hussein, T., & Goel, T. (2016). Human resource management essay Impact of Emotional Intelligence in Indian Retail Banking Industry: Challenges and Opportunities. Global Journal of Enterprise Information System, 8(1).

Kakar, P., Raziq, A., & Khan, F. (2015). Impact of Human Resource Management Practices on Employee Retention: A Case of Banking Sector in Quetta Baluchistan. Journal of Management Info, 5(1), 97-119.

Kashyap, A. K., Jaswani, U., & Bhandari, A. (2016). Regulatory Reforms in Indian Financial Market. In Financial Market Regulations and Legal Challenges in South Asia (pp. 19-35). IGI Global.

Khadka, S., 2018. Employee retention in banking industry of Nepal (Doctoral dissertation).

Madan, P., & Bajwa, J. K. (2015). Employee Retention Strategies in Banking Industry: A study on Public and Private Sector banks. International Journal of Social and Allied Research (IJSAR), 3(3), 91-94.

Marti, E., & Scherer, A. G. (2016). Financial regulation and social welfare: The critical contribution of management theory. Academy of Management Review, 41(2), 298-323.

Nair, V., Mohamed, B., Thomas, T. K., & Teare, R. (2016). How can the tourism industry respond to the global challenges arising from climate change and environmental degradation?. Worldwide Hospitality and Tourism Themes, 8(5), 611-616.

Ruming, K. (2016). Reviewing the social housing initiative: Unpacking opportunities and challenges for community housing provision in Australia. Housing in 21st-Century Australia: People, Practices and Policies, 187-203.

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Introduction
Attracting and retaining proper talent explored in this human resource management essay within an organization is the key to achieving performance and productivity. Employees are the main driving force of an organization and their skills and competencies help the company to grow and achieve success in the market. Increasing job satisfaction by delivering satisfaction and breathable working environment is the key to retaining employees in a company. Talented employee always offers better performance and productivity from an average one and their optimum performance increases the overall productivity of the firm which as a result helps the firm to achieve growth and success. The aim of the study is to understand the attraction and retention of talent within communication sector organizations followed by its key challenges.   

Discussion
Key challenges mentioned in human resource management essay in attracting and retaining the workforce in communication sector
The productivity of an organization directly connected with the talent of its employees. According to the research, high performer employees are 400% more productive than an average one. However, with great performance, there comes a few challenges that every organization faces for retaining their talented employees within their framework. Retaining employees need proper planning and programs by the HR department to increase the satisfaction of the employees. As an employee, they always seek for workplace safety, job satisfaction, good and breathable working environment, adequate pay scale and other additional facilities. Without these factor employee gets frustrated with their job life and often seeks for other organizations where they can find these kinds of facilities.

People are now using the internet and communication technologies more than before which creates immense pressure on communication industries. Increase in customer base, the organizations always try to pressure their employees to deliver maximum work from them. However, due to the extra investment, companies often avoid to attract an adequate number of employees, instead of that they try to sort out their queries to their existing number of employees by pressurizing them to do additional work than their usual work shift hours. This creates immense work pressure on the employees which forces them to change their current organization and they try to find companies where the working pressure is manageable (Cloutier et al. 2015). The organization who create pressure on the employees should focus on recruiting new employees to handle increasing work pressure or otherwise they will face employee retention problems.

Another problem discussed in this human resource management essay that companies usually face is recruiting proper talent for their organization. Sometimes the employees have no clear idea about their own capabilities and skills and they often cannot assume their own capabilities. After recruiting these types of employees, organizations face problems which also creates pressure on those employees. Sometimes, organizations often find difficult to attract proper talent and skillsets for their organization and daily operation and in this case, they have to compromise their requirements to recruit employees for different job roles (Kossivi, Xu & Kalgora, 2016). The employers have to understand which set of skills they want from the employees for recruitment. Sometimes diverse skill sets are also necessary within an employee but due to education system, sometimes people lack these kinds of skills and abilities within them.

It is mentioned in this human resource management essay that retaining an employee within every sector is essential and communication sector is no different than that. Technology is advancing with a high pace and with it, the apparatus and types of machinery are also evolving with time rapidly within the business framework. Employees who are working within the corporate sector have to understand, use and maintain these machines properly. However, lack of knowledge and skills make this difficult for them and sometimes they face fatal problems due to these reasons. The organizations have to make sure that they are providing adequate training bad learning sessions to their employees to increase knowledge on these advanced machines to operate properly (Deery & Jago, 2015). This can improve their working efficiency and job satisfaction to a great extent. The employees have to be fluent and habituated with these new technologies to improve their responsibility and performance.

Employees often avoid giving their optimum performance and output to the companies. Lack of knowledge, skills, experience or simply work lethargy are the reason behind it. Because of these reasons, companies fail to utilize the optimum potential of their employees in their daily work which decreases the productivity and limits the growth of the company (Qazi, Khalid & Shafique, 2015). Employees sometimes also oppose the change in the system due to fear which also creates a problem for the companies. The management body has to make sure that their employees find their work interesting and to do that the company have to create good working environment and provide rewards for their work and performance (Hyphen, 2018).   

Theme 1: Influence of internal brand management upon job satisfaction level of employees, brand commitment and talent retention in IBM.

Based on the above graph provided in this human resource management essay it has been observed that internal brand management has made a positive impact upon the different aspects in terms of job satisfaction level of employees, Brand commitment and staff retention at IBM. Having a knowledge regarding the brads it is necessary that all of the employees are satisfied with their job feeling happy and recognized by superiors (Burgess et al. 2018). Dedication towards the brand from employees’ side helps to foster the chances of satisfaction level of employees and brand commitment (Du Preez & Bendixen, 2015). A huge level of employee retention is also gets fostered by which a good market value is continued to ensure the continuous improvement of an organization. Company branding also facilitates the to build a positive image for attracting the best talent and selecting them based upon the criteria and credibility, the they get selected after going through the selection process. The employed workforce is efficient enough to take the responsibilities of being a brand ambassador of an organization. The customer's interaction capability encourages the employees to enhance their performance level hence it develops the brand commitment among them. On the other hand, brand value gets improvised and developed as they are committed towards the brand by promoting them among key and service customers. Moreover, high job satisfaction level in employees helps to enhance the staff retention level at IBM as they feel recognized and emotionally attached to their superiors through motivation and support. The brainstorming ideas are recognized by which the employees feel important and recognized by which their intention to stay is increased to a great extent (Al Mamun & Hasan, 2017). On the other hand, the brand is also committed to providing the job satisfaction level by which they remain loyal towards the organization hence productivity is enhanced to another level. Following the Fair Work Act (2009) is necessary in terms of workplace relations can be described and the employees can have legal right to workplace agreements. Moreover, this also facilitates the chances of developing the relation between the industrial relations with the SHRM (Strategic human resource management). An ideal relationship also links a business with the HRM plans and strategies, which increases the market share, profitability, overall productivity, quality of product.  Delphi technique has been adopted for consultation, weighted and structured questionnaire for HR forecasting managers and supervisors. The HRM needs to take the responsibilities for ensuring that internal brand management are being focused and talented employees are getting retained in the organization. The overall productivity level can be enhanced if the employees are satisfied with their jobs and staff retention gets fostered by which they are intended to enhance their performance level along with their commitment towards brand.

Theme 2: Influence of talent management strategies on organizational performance.
From the above graph provided in this human resource management essay, it has been observed that talent management strategies are playing an important role in terms of developing the overall performance of an organization as it possesses to attract more loyal customers. Organizational performance and activities get enhanced after choosing appropriate strategies for talent management and ensuring the employees' retention in the organization. Moreover, in this competitive market it is necessary to analyse the balance between the physical assets and human capital to gain a competitive advantage from other organizations (Rukunga & Nzulwa, 2018). On the other hand, some employees and managers are asked about the Influence of talent management strategies on organizational performance. Most of the respondents are agreed with the talent management strategies positive influence of organizational performance and activities by 38%. More than 5% said that these talent management strategies are able to enhance the competitive advantage by which the organization can develop its overall market share and productivity growth to maintain the competency level in the competitive market. On the other hand, 35% respondents have been responded that it is neither ineffective nor effective, which means that they are neutral as they think other attributes are also important for developing the organizational performance. 19% respondents have been responded it as an ineffective matter on the other hand 4% respondents have been responded it as a very ineffective matter in terms of improving the organizational activities and performance (Radford, Shacklock & Bradley, 2015). Although, most of them are agreed with the positive impact of adopting talent management strategies for developing the organizational performance and employee retention process. The talent management also need to consider the strategically aligned performance management by counselling of employees, maintain discipline among them, review of their performance, absence management and termination. Some factors are able to foster the chances of talent management strategies in an organization including positive experience of employees in the organization, prioritizing the talent management strategies by HRM policies and comprehensive understanding of organizational strategies among HR leaders. Effective talent management is depending upon three paradigms including positive experience, rapid talent allocation and strategic HR team by which the overall financial performance also get enhanced (McKinsey & Company, 2018).

Theme 3: Relationship between talent management strategies and psychological contract of employees.

From the above chart provided in this human resource management essay, it has been shown that talent management strategies and psychological contract of employees are correlated with each other as it has some similar paradigms by which its attributes are same in some manner. The undefined expectations of employees have been considered to develop the psychological contract and their talent (Festing & Schäfer, 2014). In this competitive market, tremendous change in the globalization causes growing war for searching new talents in terms of developing the overall performance and increasing the productivity of an organization. Increasing demands for skills and knowledge fosters the chances of increasing demand of employees when both of the parties are agreed with each other’s offered services a relationship gets established. Fulfilling the expectations of both parties whether they are employees or employers are the main factors to ensure the job satisfaction level and staff retention in an organization. On the other hand, most of the employees are committed towards a brand by which they are intended to improve their performance level by which the overall productivity and market share have increased (Burgess et al. 2018). Moreover, rewards mangemnt also fosters the chnaces of developing the psychological contract and their talent by providing them financial rewards including benefits, bonus. Some intrinsic, extrinsic rewards and some developmental rewards depending upon their performance level.  As per the chart it has been shown that 43% respondents have agreed that a relationship between both of the talent management strategies and psychological contract of employees is an important factor for ensuring the continuous improvement of an organization and job satisfaction level of employees. 28% respondents have been greatly agreed and 7% respondents have strongly agreed that this kind of relationship can easily enhance the chance of training purposes by which the quality of offered products are enhanced. On the other hand, 4 % respondents have strongly disagreed and 18% respondents have responded it neutrally regarding the relationship talent management strategies and psychological contract of employees (Manxhari, 2015). So, it is necessary that HRM need to pay significant priority towards the talent management strategies and psychological contract of employees to ensure that both parties are committed towards the organization and staff retention gets enhanced.

Theme 4: Influence of HRM practices on staff retention in an organization within this human resource management essay. 

A healthy relationship between the staff and the HR management team can be able to develop the organization into an inclusive work culture by which all of the employees are treated equally. Moreover, several developmental programs have been associated with the proper HR practices to foster the chances of fair environment in the workplace, where no discrimination takes place based upon their age, gender, and status (Haider et al. 2015). For doing that, On the other hand, ethical behaviour has been implemented by which the employee growth gets fostered by which the diversified workplace gets fostered. Moreover, it has been shown from the above graph that, 44% respondents have been left their job due to insufficient payment, 43% respondents are due to limited career paths, 30% respondents are due to unchallenging work, 27% respondents are due to lack of recognition and 28% respondents are due to work and life balance. So, it has been shown in this human resource management essay that there have been several reasons to leave the job by employees, so it is necessary that employers are offered them sufficient payment, variations are career paths, new challenges every day, recognition by which the job satisfaction level gets increased and staff retention also gets enhanced to a great extent. There are mainly five retention factors by which the retention of talents can be accomplished including challenging work, good manager, flexible work arrangements, reasonable payment and empowerments. Adopting an inclusive work culture in the organization can be able to develop the overall diversification in the workplace to fairly treat people for ensuring staff retention (whatishumanresource, 2019).

Theme 5: Impact of bullying and harassment in the workplace and methods of reducing this problem
Workplace bullying and harassment is a common issue in every organization nowadays. With time, the issue is getting bigger and bigger and it largely affects the workplace environment within that organization. The competition is the market is increasing and with-it people are now trying to secure his or her position within their workplace by any means (Burgess et al. 2018). The pressure on the employees are also increasing and to avoid that or to make fun in that, they take negative approaches within their everyday work environment. There are different kinds of people present within a workplace, people who are smart works beside a person who has relatively lower IQ and they becomes the victim of this bullying and harassment. These types of activities mentioned in this human resource management essay greatly impact the performance of employees who are being harassed or bullied by others. These types of activities also increase the chance of employee turnover which is unacceptable for any organization (Pastorek, Contacos-Sawyer & Thomas, 2015). Bullying and harassment involve both physical and mental attack by the others which creates immense pressure on the victim employee. These kinds of harassments include only word of mouth to sexual harassment. Sometimes workplace conflict turs into a harassment, which needs to be tackled in the preliminary stage by adapting common alternative dispute resolution process (ADR). The mental state also gets affected severely due to these types of activities. Bullying and harassment increase stress and creates a fear in the employees who get victimized by other employees. Stress and depression directly affect their performance because they fail to concentrate on their work resulting decrease in performance and efficiency in their work.

Around 34% of women and 20% men employees get victimized by workplace bullying and harassment in Australia. Around 20% of people faced sexual harassment at least once in their workplace (safe work australia, 2019). 

The Human Resource (HR) department has to take strict action on this type of situations and they have to punish the employees who take part in this bullying and harassment activities. They also have to maintain the government rules and regulations of this matter have to make sure that each of the employees is free from harassment or bullying in their organization. Managing the health, safety and welfare in the workplace is necessary, which can be accomplished by some prevention and remediation program. Having a dynamic environment is also essential for inducing the worker’s compensation systems and occupational rehabilitation. The higher authorities have to create a strong code of ethics within their framework so that their every employee and other officials have to maintain that code to avoid harassment and discrimination in the workplace.   

Conclusion
Retaining employees within an organization is essential for minimizing resource consumption and increase productivity and efficiency. From the above study of human resource management essay it has been concluded that job satisfaction, pay scale, training, workplace environment, harassment, and other factors have had an immense effect on employee retention. The communication sector organizations have to make sure that each of their employees is getting adequate help and training from them to use the latest machines effectively. Assuring workplace safety and good working ambiance by the HR department, companies will achieve a stable employee base and satisfied employees within their organization.

Reference list
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Al Mamun, C. A., & Hasan, M. N. (2017). Factors affecting employee turnover and sound retention strategies in business organization: A conceptual view. Problems and Perspectives in Management, 15(1), 63-71. Retrieved on: 2 September 2019 from: https://www.researchgate.net/profile/Chowdhury_Mamun2/publication/316784217_Factors_affecting_employee_turnover_and_sound_retention_strategies_in_business_organization_A_conceptual_view/links/59114e99a6fdccbfd5bd3787/Factors-affecting-employee-turnover-and-sound-retention-strategies-in-business-organization-A-conceptual-view.pdf

Burgess, J., Connell, J., Nankervis, A., Dhakal, S., & Fitzgerald, S. (2018). Human resource management essay Developing sustainable career pathways for aged care workers: A WA Case Study (No. BCEC Research Report No. 13/18). Bankwest Curtin Economics Centre. Retrieved on: 1 September 2019 from: http://testbankwizard.eu/sample/Solution-Manual-for-Human-Resource-Management-Strategy-and-Practice-7th-Edition-by-Nankervis.pdf

Cloutier, O., Felusiak, L., Hill, C., & Pemberton-Jones, E. J. (2015). The Importance of Developing Strategies for Employee Retention. Journal of Leadership, Accountability & Ethics, 12(2). Retrieved on: 2 September 2019 from: http://www.m.www.na-businesspress.com/JLAE/Pemberton-JonesEJ_Web12_2_.pdf

Deery, M., & Jago, L. (2015). Revisiting talent management, work-life balance and retention strategies. International Journal of Contemporary Hospitality Management, 27(3), 453-472. Retrieved on: 2 September 2019 from: https://fardapaper.ir/mohavaha/uploads/2018/08/Fardapaper-Revisiting-talent-management-work-life-balance-and-retention-strategies.pdf

Du Preez, R., & Bendixen, M. T. (2015). The impact of internal brand management on employee job satisfaction, brand commitment and intention to stay. International Journal of Bank Marketing, 33(1), 78-91. Retrieved on: 1 September 2019 from: https://www.researchgate.net/profile/Michael_Bendixen/publication/273312892_The_impact_of_internal_brand_management_on_employee_job_satisfaction_brand_commitment_and_intention_to_stay/links/55683e3208aeccd77737aead/The-impact-of-internal-brand-management-on-employee-job-satisfaction-brand-commitment-and-intention-to-stay.pdf

Festing, M., & Schäfer, L. (2014). Generational challenges to talent management: A framework for talent retention based on the psychological-contract perspective. Journal of World Business, 49(2), 262-271. Retrieved on: 1 September 2019 from: http://www.mihantarjomeh.com/wp-content/uploads/2016/09/Generational-challenges-to-talent-management-A-framework-for.pdf

Haider, M., Rasli, A., Akhtar, C. S., Yusoff, R. B. M., Malik, O. M., Aamir, A., ... & Tariq, F. (2015). The impact of human resource practices on employee retention in the telecom sector. International Journal of Economics and Financial Issues, 5(1S), 63-69. Retrieved on: 1 September 2019 from: https://dergipark.org.tr/download/article-file/363147

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