Retention: Employee retention is a practice in which employees are convinced to stay with the organization for as long as possible or until the plan is achieved. There is no shortage of opportunities for a capable person. There are countless organizations looking for such employees. If individuals are not satisfied with the work they are doing, they may turn to another, more suitable job. In today's education, it is very imperative for organizations to retain their employees (Dibble, 2000). Employee retention supports the organization and that of the employee. Today's employees are diverse. They are not the ones who do not have prime opportunities in their hands. As soon as they are not satisfied with the current organization or the position, they move on to the next position. It is the duty of the organization to retain its key employees (Phillips and Connell, 2003). Employee retention involves taking steps to convince employees to stay with the organization as long as possible. Today, employee retention has become the major issue for organizations. Hiring competent workers for this job is essential for an organization. However, retention is even more crucial than hiring (Inkson, 2007). (Huselid, 1995) found that investments in HR activities such as incentive compensation, selective staffing techniques, and employee participation led to decreased turnover, higher output, and improved organizational performance through their impact on the advancement of skills and motivation. Prioritization of employees is important for competitive advantage and therefore the success of the business understood that specific notice was given to the retention of highly qualified employees or except...... middle of paper.. ... .o Denisi and Arup Varma, 2000• Phillips and Connell, AO (2003), Managing Employee Retention: A Strategic Accountability Approach. Amsterdam; Boston, Mass.; Alexandria, Virginia: Butterworth-Heinemann. • Patricia K. Zingheim, Jay R. Schuster and Marvin G. Dertien (2009) Compensation, Reward and Retention Practices in Fast-Growth Companies, article published in WorldatWork Journal, Volume 18 No. 2, pages 22-39• PERFORMANCE MANAGEMENT BY ROBERT BACAL 1999• Schuster, F. 1986. The Schuster report. New York: John Wiley and Sons.• Schein, E. H. (1990). Organizational culture. American Psychologist, 45, 109-119.• Singh, K., 2005. The effect of human resource practices on business performance in India, Human Resources Development International, 6 (1): 101-116.• Wimbush, JC, 2005. Spotlight on Human Resource Management, Business Horizons, 48: 463-467.