Competitive forces develop efficient organizations, and maintaining organizational efficiency comes with efficient human resources.
This article critically examines how the difference in gender influence career outcomes in the purview of the contemporary scenario of the social perspective of women empowerment and gender equality.
Employee turnover is defined as voluntary leaving of connections in an organization and is regarded as a type of removal from office.
HRM practices according to Armstrong (2014, p2), “is a strategic and coherent approach to the management of an organization’s most valued assets, the people working there who individually and collectively contribute to the achievement of its objectives”.
As the world dives into complexities in growing industrial needs and technological advancements, need for development of skills increases. Corporate leaders confirm the importance of skill development for promotion and advancements. Economists believe that these skills are a key to counter the projected job loss due to decreased dependency on manpower and increased automation (Allen, 2014).
Temporary employment is explained as an arrangement between the employer and the employee where an employee is hired on the payroll of the company at a given job profile only for a certain predefined tenure.