The Impact of HRM Practices on Employee Retention in the Rubber Products Manufacturers - Sri Lanka

The  rubber sector must adopt strategic HRM practices that create positive work  cultures and provide career growth opportunities and increased job satisfaction to combat  employee retention problems. Organizations have to use some of the best practices which  enhance workforce retention with the perspective of creating loyalty among the employees. Competitive Compensation Strategies The best approach to maintaining staff is to provide packages competitive in the industry. Salary, in  addition to benefits, is what employees think of as primary elements that impact job satisfaction  while operating in very competitive settings. Organizations have to carry out frequent  salary benchmarking surveys so their pay scales match the industry level. Organizations  should provide performance-based incentive schemes with performance awards  and other benefits including health benefits and retirement benefits along with a common profit  scheme. Unat...

Background of the Company D. Samson Industries is one of the leading footwear ,rubber product manufacturing and exporting company which established in 1962 as a footwear retail shop and has grown into a conglomerate with over 29 subsidiaries. Today , D. Samson Industries  operates five modern production facilities while  producing over 24 million pairs of footwear annually. The product range includes EVA/rubber flip-flops, sandals, vulcanized shoes, leather shoes, rubber boots, school shoes, PU sandals, indoor slippers, and industrial shoes. The company employs over 2,500 staff and exports to markets including the UK, Germany, Austria, Denmark, France, Italy, Spain, Portugal, Belgium, USA, Canada, India, Maldives, Dubai, Saudi Arabia, Iran, Japan, Australia, New Zealand, and Fiji. Samson Industries is the first Sri Lankan footwear manufacturer who acquired ISO 9001:2008 certification and its products comply with international standards and hold more certifications such ...

1. Compensation and Benefits The lack of satisfaction with salary and benefits causes most employees to leave their organizations. Employees will demonstrate enhanced loyalty when organizations provide bonus schemes  alongside health insurance and retirement plan benefits as part of their competitive compensation  packages. Gunawardena et al. (2021) document that organizations from the plastic  and rubber sector retain their employees better when they provide appealing salary packages. 2. Training and Development The company demonstrates its commitment to employee career advancement through training and  development initiatives which simultaneously create skill improvements among  employees. Internal  training systems offered by organizations help increase staff member retention. Perera &  Fernando (2020) discovered that Sri Lankan companies with formal employee training initiatives  kept more than half their workers 30% longer. 3. Work-Life B...

The primary struggle for rubber products manufacturers to keep member workers stems from hazardous workplace  risks which expose them to heat exposure alongside chemical exposure and physical  workload. Workers manage unfavorable rubber firm conditions by operating equipment  during product processing through techniques which subject them to heat and threatening  materials. The necessity of appropriate machine guarding and lockout/tagout protocols is underscored by injuries caused by machinery, such as amputations and crush accidents. Furthermore, musculoskeletal disorder can result from heavy lifting and repetitive duties, underscoring the significance of ergonomic workplace design. Excessive noise levels from machines can lead to hearing damage, necessitating frequent screenings and protection gear.  Workers leave their positions due to dangerous workplace air conditions, skin  reactions and enduring health complications that lead to excessive staff membe...

Challenges with employee retention exist in rubber products manufacturing industries because workers show  excessive worry about job security. These companies face challenges  stemming from market-dependent customer orders combined with variable raw materials  access  and manufacturing cost alterations. Staff retrenchment or work-hour cutbacks occur because  business cycles and economic recessions and changing consumer preferences and new  environmental regulations create unstable workplaces. Such workers will choose to work in  companies that maintain stable job positions. Automation manufacturing technology along with  technological change introduces fresh obstacles for workplace safety assurance. Companies  employ automation investment to increase efficiency and reduce costs which leads to the  elimination of some manual labor positions. Workers who anticipate machine automation of their  employment will transfer to other sectors...

It is an interesting characteristic of turnover in the  rubber products manufacturing sector that careers have few  opportunities for career growth. Workers look for other jobs when they are not provided with career  development opportunities in the company they are currently employed in. When employees are  unaware of organization's professional growth system they stay in place which leads them to seek  opportunities at different organizations. Organizations without proper career development programs and either mentorship schemes or internal  promotion systems suffer most from employee turnover. Inadequate employee potential  identification along with insufficient developmental guidance makes workers seek better career prospects  at other firms. Organizations need formal career path plans to accompany training and  leadership development plans which enable their workers to progress through their ranks within  the organization. Also, the...

Worker retention capacity is a core interest of Human Resource Management particularly in  business  whose workers turnovers are extensive like wise in harsh production processes. Employers' retaining of quality workers is  a core organizational requirement for operational excellence and cost-cutting through reduced  recruitment costs and improved training efficacy and staff culture building. Operations in the  rubber industry are impacted negatively by disruption of expert skills due to extensive  workers turnovers. Strategic Human Resource Management practices need to be adopted by rubber industry organizations to retain their expertise staff and improve business longevity. Deadlines for production are met and quality requirements are fulfilled because of the effective  management of production lines by experienced workers. Losing skilled workers forces companies  to undergo lengthy and expensive search processes to find appropriate substitutes ...

Rubber  products manufacturing in Sri Lanka is one of the major industry for industrial development  and national  economic growth. Keeping employees employed in the industry leading to employment remains  paramount in building sustainable development. Production of rubber forms the core  of Sri Lankan manufacturing through the existence of the big corporates and the SMEs. As a result  of the economic system, it plays an important role employee retention is the most required  component to maintain operating performance as well as leadership in the marketplace. The rubber production industries specifically require employee retention activities as a basic  business imperative because they demand specialized know-how. A high number of outgoing employees compel manufacturing firms to spend more in the recruitment  of employees and training programs and also decrease the rates of productivity and  manufacturing line interruption. Business per...