While the importance of skill formation has been widely acknowledged in recent years, the issue of skill retention has been relatively neglected. Employers see little point in raising skills in sectors where a high proportion of individuals will leave, yet failure to invest in training and development may contribute to higher labour turnover. Drawing upon an extensive literature review, this paper develops a conceptual model of labour turnover and retention that distinguishes four stages in the processes affecting an individual's intention to quit, and actual separation from the job. Potential solutions that might reduce the quit rate and retain skilled labour are proposed in relation to these four stages.
|Number of pages||20|
|Journal||Human Resource Development International|
|Publication status||Published - 1 Jan 2004|