Faktor Pengekalan Pekerja dalam Firma IT di Malaysia
Nur Atiqah Abdulah, Norsiah Aminudin, Ahmad Khairy Ahmad Domil & Khairul Akmaliah Adham
ABSTRAK
Kajian literatur dalam bidang pengurusan organisasi mengenengahkan kepentingan pelaburan modal manusia dan pelaksanaan amalan pengurusan sumber manusia bagi menjamin kejayaan organisasi melalui pulangan ekonomi yang tinggi dan pengurangan dalam kadar pusing ganti pekerja. Ini memberi petunjuk bahawa persoalan pengekalan sumber manusia dalam organisasi adalah penting, lebih-lebih lagi dalam konteks firma teknologi tinggi yang mengalami pusing ganti pekerja yang tinggi dan pembangunan firma amat bergantung pada sumbangan pekerja secara berterusan. Kajian ini bertujuan untuk mengenal pasti faktor yang mempengaruhi pengekalan pekerja dalam firma IT di Malaysia. Selain itu, kajian ini cuba menentukan sejauh mana hubungan strategi pengurusan sumber manusia dengan faktor pengekalan pekerja dalam organisasi. Data diperoleh menerusi borang soal selidik yang dihantar secara pos kepada pengurus sumber manusia atau pengurus atasan syarikat MSC tempatan dan luar negara. Daripada 500 borang soal selidik yang dihantar kepada responden, sebanyak 106 borang soalselidik yang telah diisi dan dipulangkan semula, memberikan kadar respon sebanyak 21%. Hasil kajian mendapati terdapat empat faktor penting yang mempengaruhi pengekalan pekerja dalam firma yang dikaji, iaitu faktor organisasi, tugas, imbuhan dan individu. Seterusnya, dapatan kajian menunjukkan strategi pengurusan sumber manusia mempunyai hubungan yang signifikan dengan faktor-faktor pengekalan pekerja. Kajian merumuskan faktor persekitaran dan sokongan organisasi adalah faktor utama yang menyumbang dalam pengekalan pekerja.
Keywords: comparative analysis, XML functional dependencies, relational databases, semantic constraints.
ABSTRACT
Review of the literature in the field of organizational management highlights the importance of human capital investment and the implementation of human resource management practices to ensure organizational success through high economic returns and reduction in the rate of employee turnover. This suggests that retention of human resource in organizations is important, especially in the context of high technology firms that have a high employee turnover and in which the development of the firms depends on the continuous contribution of their employees. This study aims to identify the factors that influence the retention of employees in IT firms in Malaysia. In addition, this study tries to determine the extent of the relationship between human resource management strategies and employee retention factors in organizations. Data were obtained through questionnaires that were mailed to the human resource manager or senior manager of local and foreign firms with the MSC status. Of the 500 questionnaires sent to respondents, a total of 106 questionnaires were completed and returned, giving a response rate of 21%. The study found that there are four important factors that influence the retention of employees in the firms: organization, tasks, remuneration, and individual factors. Next, the study shows that the strategic management of human resources has a significant relationship 16 with employee retention factors. In summary, organizational environment and support are key factors in employee retention.
Keywords: ICT workforce, employee retention, human resource management, ICT industry, training and development, growth of the firm, employee turnover Malaysia.
