EXPLORING THE CORE FACTORS AFFECTING EMPLOYEE RETENTION AT AWAN CONSULTING

• Main Author: Setiawan, Angga
• Format: Theses
• Language: Indonesia
• Online Access: https://digilib.itb.ac.id/gdl/view/81281
• Institution: Institut Teknologi Bandung

In the highly competitive business landscape, employee retention has become a crucial element for organizational success and sustainable growth. This study aims to analyze the multifaceted determinants influencing employee retention within Awan Consulting, focusing on the relationship between organizational culture, professional development opportunities, and compensation structures. Additionally, it examines both the positive and negative factors associated with the dynamic characteristics of the consulting industry and their impact on employee retention challenges and strategies. Employing a comprehensive methodological approach, the study begins with identifying specific business issues related to employee retention, followed by an extensive business situation analysis to understand the organizational context, company culture, and existing retention practices. The research design follows a systematic progression, incorporating both qualitative and quantitative methods. The qualitative component involves semi-structured interviews with various stakeholders within Awan Consulting, capturing diverse perspectives on factors influencing employee retention. Thematic analysis is used to extract key themes and patterns. The quantitative phase includes a survey administered to employees, focusing on retention-related factors, with subsequent framework testing through multiple regression analysis. This statistical evaluation validates the framework's effectiveness in explaining employee retention dynamics. The research findings indicate that compensation and benefits significantly impact employee outcomes, necessitating competitive packages to attract and retain talent. Company policy also demands attention, emphasizing the need for policies that are fair, transparent, and aligned with employee needs. While leadership did not show significant statistical impact, its positive trend suggests the importance of leadership development initiatives. The negative coefficient for career development and stability highlights the need for a thorough review and alignment of these programs with employee expectations. The study concludes with a strategic business solution focusing on enhancing compensation and benefits, refining company policy, investing in leadership, and reevaluating career development. These recommendations, if implemented effectively, can enhance organizational efficiency, employee satisfaction, and contribute to sustained growth and success within Awan Consulting.