Retention: Employee retention is a practice where employees are convinced to stay with the organization most of the time or until the plan is completed. There is no shortage of opportunities for a capable person. There are countless organizations looking for such employees. If people are not satisfied with the job they are doing, they might move on to some other more appropriate job. In today's education it is essential for organizations to retain their employees (Dibble, 2000). Employee loyalty supports the organization with that of the employee. Employees today are different. They are not the ones who don't have world-class opportunities at their fingertips. As soon as they are dissatisfied with the current organization or job, they move on to the next job. It is the duty of the organization to retain its key employees (Phillips and Connell, 2003). Employee retention is about taking steps to convince employees to stay with the organization for the longest period of time. Today, employee retention has become the main problem for organizations. Hiring experienced workers for the job is essential for an organization. However, retention is even more crucial than hiring (Inkson, 2007). (Huselid, 1995) found that investments in human resource activities such as incentives, personnel selection techniques, and employee participation led to lower turnover, higher output, and improved organizational performance through their impact on advancement of skills and motivation. Employee prioritization is important for competitive advantage and therefore business success has included that specific attention has been given to retaining highly skilled or excluded staff... middle of paper... .o Denisi and Arup Varma, 2000 • Phillips and Connell, AO (2003), Managing Employee Retention: A Strategic Accountability Approach. Amsterdam; Boston, MA; 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, J.C., 2005. Spotlight on human resource management, Business Horizons, 48: 463-467.