Determination of Employee Retention: Skills, Rewards and Relationship between Employees (Literature Review)

: The Literature Review Article on Determination of Employee Retention: Skills, Rewards and Relationships between Employees is a scientific article that aims to build a research hypothesis on the influence between variables that will be used in further research, within the scope of Human Resource Management. The method of writing this Literature Review article is the library research method, which is sourced from online media such as Google Scholar, Mendeley and other academic online media. The results of this Literature Review article are that: 1) Skills are related to Employee Retention; 2) Rewards related to Employee Retention; and 3) Relationships between Employees related to Employee Retention. Apart from these 3 exogenous variables that affect the endogenous variable Employee Retention, there are still many other factors including performance, behavior and motivation variables.


INTRODUCTION
Employee retention is common in many companies or organizations. Employee retention by the company is the result of an employee's decision to resign from a company or organization. The act of resigning can be caused by difficulties for career development, inappropriate workload and inappropriate wages. Because of the importance of human resources in a company, especially employees who are competent and have more skills that have an impact on company performance. For this reason, companies need to conduct employee retention so that companies are able to compete and survive in the current era of disruption.
Based on the background of the problem above, the researcher determines the formulation of the problem as follows: 1. Is the Skills related to Employee Retention ?. 2. Is the Reward related to Employee Retention ?. 3. Is the Relationship between Employees related to Employee Retention ?.

Skills
Skill is a consistent degree of success in achieving an effective goal (Amung, 2000). Skills are part of knowledge management which is a set of practices that aim to find and utilize intellectual data sources from the organization to fully utilize the intellectuals of people in the organization (Bateman & Snell, 2012). Skills are the ability to operate work easily and carefully which requires basic skills (Ibid, 2000).

Rewards
The award is a reward for services provided by the company to the workforce, because these workers have contributed energy and thoughts for the progress of the company in order to achieve the goals that have been set (Satrohadiwirya, 2010). Reward indicators are: Appropriate salary and benefits, differences in performance awards, recognition and special bonuses (Mathis & Jackson, 2009).

Relationship between Employees
Employee relations are relationships that are carried out in order to create a good twoway relationship or communication between management and employees in terms of fostering and maintaining cooperation between the two. Relations between employees also aim to achieve harmony among co-workers, mutual understanding, mutual cooperation, and loyalty between management and employees (Sodikin, 2017).

RESEARCH METHODS
The method of writing scientific articles is by using qualitative methods and literature review (Library Research). Assessing theory and the relationship or influence between variables from books and journals both offline in the library and online sourced from Mendeley, Google Scholar and other online media.
In qualitative research, literature review must be used consistently with methodological assumptions. This means that it must be used inductively so that it does not direct the questions posed by the researcher. One of the main reasons for conducting qualitative research is that the research is exploratory, (Ali & Limakrisna, 2013). At the next stage, it will be discussed in depth in the section entitled "Related literature" or "library review" (Review literature), as the basis for formulating hypotheses and in the final stage these two literatures become the basis for comparison with the results and indings revealed in research (Ali, H., & Limakrisna, 2013).

DISCUSSION
Based on theoretical studies and relevant previous research tables, the following is the discussion:

Relationship Skills on Employee Retention
The skills possessed by each individual employee in the company or organization will be an added value to their presence in the company. The skills possessed by individual employees will have a good impact on the performance of the company or the organization itself. Because of the importance of the existence of employees who have the skills to make the company or organization will maintain its presence in the company or organization, it can be by offering a higher salary than before. Therefore, the managerial side needs to protect their assets, especially employees so they don't disappoint and resign. Skills related to Employee Retention, this is in line with research conducted by: (Zahara et al., 2020), (S. Kuba, 2022a), (Rony et al., 2020), (H. S. Kuba, 2017), (A. Widodo et al., 2018), (Istianingsih, 2016), (Istianingsih & Utami, 2009).

Relationship of Rewards on Employee Retention
The awards received by employees are in the form of salaries, allowances and incentives. These three components are the reasons to stay or not in a company or organization. Employees tend to choose to stay if they receive competitive rewards, performance-based rewards, recognition of employees and special benefits and bonuses. An award is important for a company or organization because it shows the company's or organization's efforts in retaining its employees as a major component and an important cost component. The awards given are very meaningful to employees, the amount of awards given will show the size of the value of their work among employees (Sulistiyani, 2003).

Relationship between Employees on Employee Retention
Relationships between employees indicate fair treatment or not by managerial parties, discriminatory for employees, and forms of support from superiors such as supervisors or managers and employee relations with other co-workers. Factors such as the appropriateness of the human resource policy, fairness of disciplinary action and the way in which workload and job opportunities are decided will be related to employee retention. Another thing related to employee retention is the number of individuals who build close relationships with other coworkers.
Relationships between employees are related to employee retention, this is in line with research conducted by: (Chong & Ali, 2022), (Hermawan, 2021b).

Conceptual Framework
Based on the problem formulation, theoretical studies, previous research and discussion of the influence between variables, the conceptual framework is obtained as follows:

CONCLUSION AND RECOMMENDATION Conclusion
Based on the problem formulation, theoretical study and discussion above, the researcher can conclude the hypothesis for further research, namely: 1. Skill related to Employee Retention. 2. Rewards related to Employee Retention. 3. Relationships between Employees related to Employee Retention.

Recommendation
Based on the conclusions above, there are other factors related to Employee Retention that can be used for further research, namely: Career development, salary, work plan, motivation and work environment.