The Impact of Training, Mentorship, and Job Satisfaction on Women Retention in HRM in Sindh, Pakistan

Abstract

The purpose of the present study was to assess the influence of training, mentoring and job satisfaction on retention in human resource management for women within the banking sector of Sindh, Pakistan. The trend of increasing numbers of women entering HRM roles has been complemented by a decline in retention with not many women maintaining their jobs due to the cultural, organizational, and societal barriers. A total of 278 female HR professionals were surveyed through the quantitative research design to ascertain the effectiveness of structured training, mentorship programs and satisfaction at the workplace in determining the sustainability of careers for women. Findings indicate that mentorship was the single-most important aspect followed by training and job satisfaction in determining retention. Mentorship provides the opportunity for guidance, networking, associating and professional supporting. Training enhances skills development, adding to career confidence, but access restrictiveness limits effectiveness. Job satisfaction emanating from life work balance and job recognition may be used in retention but is perverted by discriminatory workplace policies. Correlation and regression statistical analysis support these with significant positive relationship results. The study serves as an eye-opener into the need for gender-inclusive HR policies that foster equitable training and formal mentorship programs, not forgetting conducive workplace environments, for enhancing Women career longevity. The findings also give insights to policymakers as well as corporate leaders on how to reduce turnover and its possible prevention in enhancing Women professional growth in HRM.

Keywords: Women Retention, Human Resource Management (HRM), Training Programs, Mentorship, Job Satisfaction