Journal of African Development

Due to rising competition, digitization, and changing expectations of employees, the retention of human capital has become an important issue for banks in developing economies. Through a qualitative research methodology, the present study assessed the factors which influence human capital retention in the banks of the emerging market at the junior level. The study was focused on the employee perceptions of organisational retention practices and workplace environment, managerial support, career development, compensation and work-life balance issue.  Through the purposive sampling technique, the researcher gathered data through semi-structured interviews of 100 junior-level jobholders working in public and private sector banks. In order to produce essential themes related to retention which are also representative of the employees’ narrative. In essence, the findings were the most critical retention factors for employees in the organization were career development, compensation and benefits, supportive leadership, and organizational culture.  The workload stress burnout due to limited growth opportunities were the major causes of employee dissatisfaction and turnover intentions.  The organizational retention practices have a significant association with employee retention. The researcher concluded that human resources strategy, when employee-centric, coupled with supportive organisation practices will enhance stability of workforce and sustainable performance of the organisation