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diversity. Since gender-focused policies and practices may lead to a gender-diverseorganisation, it could also provide the organisation with a competitive advantage. Anadvantage means that with a diverse workforce, male and female employees’ mayhave experience their social lives differently and they are able to relate more to thedifferent needs of male and female customers respectively. In conclusion, it isessential for an organisation to have this gender-focused policies and practices inplace.Article 9
Siti Rohana Binti NorishamStudent Number: 33014704Renaud, S., Morin, L., Saulquin, J., & Abraham, J. (2015). What are the best HRMpractices for retaining experts? A longitudinal study in the canadian informationtechnology sector.International Journal of Manpower, 36(3), 416-432.doi:10.1108/IJM-03-2014-0078The impact of HRM practices on retaining employee.In this research, methods used were data collected through electronic questionnairethat was conducted on new employees in an international IT firm in Canada. Thisstudy considered this particular sector in their study as it is one of the sectors that hasa high voluntary turnover rate and that replacing workers with years of experience isexpensive. The results of the study shows the relationship between human resourcemangement practice and retention and whether retention differ with employees’ levelof expertise. However, there was a significant impact on retention regardless ofexpertise. Working environment, incentives as well as proper training anddevelopment appears to have a high impact in retaining staff. Therefore,implementing such practice in an organisation should be a prime concern as losing anexpert employee is a lost of asset to the organisation. Article 10
Siti Rohana Binti NorishamStudent Number: 33014704Hsieh, Yi Hua and Hai Ming Chen. 2011. "STRATEGIC FIT AMONG BUSINESSCOMPETITIVE STRATEGY, HUMAN RESOURCE STRATEGY, AND REWARDSYSTEM." Academy of Strategic Management Journal10 (2): 11-32.?url=?accountid=12629.The importance of reward system in an organisation.A reward system in an organisation increases performance of employee by motivatingthem to work to their fullest potential, attracts and retains them from leaving theorganisation. It is therefore important to recognise employees’ effort that has been putinto the organisation and also keeping them motivated this also helps with retainingemployees. However, with reward system, an organisation must ensure that theirinvestments on rewarding employees’ are managed effectively as with improperdesign of reward system may hinder organisation to be successful. There is not onlyone way of rewarding employees’ there are different ways but it will have a differentorganisational outcome depending on what an organisation wants to achieve. With astrategic reward management, it can benefit every individual in the organisation, fromachieving organisational goals, improving individual performance to expanding theirknowledge, skills and ability of their career.