Linkage of Employee Welfare Programs with Workforce Retention in Modern Organizational Management Policies
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Abstract
This research explores the relationship between employee welfare initiatives and workforce retention rates in organizations through a literature review approach. The research explores various dimensions of welfare programs, ranging from physical and mental health support, work-life balance, to employee self-development. The results show that management involvement, perceptions of fairness, consistency of implementation, and personalization of the program are factors that determine the success of retention through welfare policies. Workforce retention is not only influenced by material compensation, but is strongly related to the quality of psychological relationships formed through a humanistic approach to Human Resource (HR) management. Continuous evaluation, employee participation, and an organizational culture that supports welfare are three key components in strengthening loyalty and reducing turnover. Drawing on a wide range of credible literature, this research provides a comprehensive overview of the strategic value of investing in employee welfare. This research is expected to contribute to the development of more sustainable organizational management policies.
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