A study on impact of remuneration, job advancement, and work-life balance on employee retention among front liners in the automotive industry

This thesis examines how pay, opportunities for job advancement, and work-life balance affect the front-line workers in the automotive industry’s employee retention rate. The automotive industry is becoming more and more competitive, making it imperative for organizations to retain qualified workers in order to achieve success. Using a stratified random sample technique, the study employs a quantitative research methodology to guarantee thorough representation across various departments and job roles. Structured questionnaires are used to gather data on how employees feel about their remuneration, possibilities for personal growth, and how to manage both their professional and private lives. The research, which used statistical techniques like regression, shows that work-life balance, chances for job advancement, and remuneration all have significant effects on whether or not employees decide to stay with the organization. Particularly, it has been discovered that work-life balance programs, attractive wages, and clear career growth routes all have a good effect on employee retention. The results have significant implications for the automotive industry, demonstrating that strategic enhancements in these domains can augment employee contentment and allegiance. This study adds to our knowledge of the changing trends of employee retention in the automotive industry and provides useful suggestions for improving human resource management procedures to hold on to top employees.