Retention of Employee in Education Industry

Topics: Education, Employment, Higher education Pages: 8 (1694 words) Published: September 10, 2013
Employees are the assets of the organisation. Since the slow destruction rate is high, organisation must understand the various causes for this problem. Retention of employee involves taking measures to encourage employees to remain in the organization for the maximum period of time. Corporate is facing lot of problems in employee retention these days. Hiring knowledgeable people for the job is essential for an employer. But retention is even more important than hiring. There is no shortage of opportunities for a talented person. There are many organizations which are looking for such employees. If people are not satisfied with their job, they may switch over to some other more suitable job. In today’s environment it becomes very important for organizations to retain their employees. This paper aims to study the retention strategy which will show the way to victory in the modern era of Education industry. Keywords: Retention, switchover, focus on education sector

EDUCATION INDUSTRY

The Indian education sector has been recognized as a “Sunrise Sector” for investment in the recent past. This recognition stems from the fact that the sector offers a huge untapped market in regulated and non-regulated segments due to low literacy rate, high concentration in urban areas and growing per capita income. The Government has also been proactively playing the role of facilitator in this sector.

The higher education sector, owing to its huge potential, holds very promising prospects. With an estimated 150 million people in the age group of 18-23 years, the sector offers one of the most attractive yet highly complex market for the private/foreign players.

Despite some inherent concerns with respect to choice of entity, not for profit character and foreign investment in formal education space; the industry does offer various innovative business opportunities, which can be explored for establishing a presence.

The Government of India has recently reignited its reforms agenda by opening up certain sensitive sectors to foreign investment such as retail and civil aviation, which should ideally result in increased economic activity and employment generation. In order to capitalize on this huge employment opportunity, in the higher education sector also by reducing the complexities governing foreign investment. This should also help the Government in achieving its aggressive goals of access, equity and excellence in higher education.

The Planning Commission in its approach paper to 12th Five Year Plan had suggested that the current “not-for-profit” approach in the education sector should be re-examined in a pragmatic manner so as to ensure quality without losing focus on equity – we believe that the Government should seriously consider this suggestion to attract private/foreign investment in this sector.

This Report provides an overview of the higher education sector in terms of sub-segments, market size and latest trends, regulatory framework, sectoral challenges and present/future opportunities for investment. The primary finding of our analysis is that the opportunity for investment and capital appreciation being offered by the Indian higher education sector is unparalleled. However, one needs to be wary about the various complexities in terms of structuring of investment, market offering, entity options and tax implications.

Employability in education sector increase day by day and same ratio of retention will move downwards there is two major factor firstly, opportunities and secondly, growth rate this will lead to employee move one organization to another for that educational institution has to think seriously for retention rate.

Current higher education sector in India:

India has a total of 610 universities. 43 central universities, 299 state universities, 140 private Universities, 128 deemed universities and 5 institutions established through state legislation, 30 Institutions of National...

Bibliography: • Branham, L. (2005). The seven hidden reasons employees leave. New York: American Management Association.
• Clowney, C. (2005, October) Best practices in recruiting and retaining a diverse faculty. Clowney and Associates: Web Conference.
• Employee retention toolkit. Retrieved December 20, 2005, from Society for
Human Resource Management Website: www.shrm.org
• Falcone, P. (2006). Preserving restless top performers. HR Magazine, 51(3), pp.
• 117-122
• Glube, N. (1998, January, reviewed 2002, October) Retention tools for turbulent times. Retrieved on May, 31, 2005, from Society for Human Resource Management Website: www.shrm.org
• Lockwood, N. R. (2004). The three secrets of retention: Respect, rewards and recognition. Research Translations, 12-2004, Retrieved May 31, 2005, from Society for Human Resource Management Website: www.shrm.org
• Monster, Inc. (2006, Winter). Retention strategies for 2006 and beyond.
Continue Reading

Please join StudyMode to read the full document

You May Also Find These Documents Helpful

  • Employee Retention & Hospitality Industry Research Paper
  • Employee retention Research Paper
  • Employee retention Essay
  • Emerging Employee Retention Strategies in IT Industry Essay
  • Employee Retention Essay
  • Essay on Employee Retention
  • Employee Retention Essay
  • Employee Retention Essay

Become a StudyMode Member

Sign Up - It's Free