The influence of Employee retention Practices on Turnover Intentions of Employees Working in select Foundry Units in Kolhapur

Abstract

Employee retention and turnover remain critical challenges in labor-intensive newlineindustries, particularly in the foundry sector of Kolhapur, Maharashtra, where high newlineattrition among skilled and semi-skilled workers disrupts productivity and escalates newlineoperational costs. This study investigates the relationship between employee newlineretention practices and turnover intentions in selected foundry units. Drawing upon newlinetheories such as Social Exchange Theory and Herzberg s Two-Factor Theory, the newlineresearch identifies key drivers of retention including compensation and benefits, newlineprofessional advancement, training and development, career growth opportunities, newlinejob security, and work environment. newlineThe study contributes to both theory and practice by bridging the gap in empirical newlineresearch on employee retention within the Indian foundry context. It offers practical newlinerecommendations for foundry managers and HR practitioners to adopt systematic, newlineemployee-centric retention policies that go beyond financial incentives and focus on newlineholistic development and engagement. By aligning organizational capabilities with newlineworkforce expectations, the industry can achieve greater stability, improved newlineproductivity, and long-term sustainability. newline