—An empirical study is conducted to investigate the
effects of HRM practices on employee retention in Thailand’s
FDI manufacturing industry. HRM practices that will be
covered in this research consist of compensation & benefits
management and reward system, and training & development.
HR Intervening, which acts as the mediating variable, will be
employee engagement. As the dependent variable and an
observed variable, is employee retention. Thus, the conceptual
model created for this study will comprise of two independent
variables, one mediating variable and one dependent variable.
A total of 5 theoretically-based hypotheses are developed,
indicating possible positive and negative relationships among
the variables of the model. Input consists of 400 top
management, human resources managers/leaders and line
managers of Thailand FDI’s key industrial zone in Rayong
province. The proposed model is empirically tested by using
AMOS of a Path Analysis modeling approach. It is hoped that
this study will help both academics and those managing human
resource to realize, understand and see the influence of HRM
practices and employee retention.
—Employee retention, human resource
management (HRM) practices, Thailand’s manufacturing
Sorasak Tangthong, Jirasek Trimetsoontorn, and Nutthawut
Rojniruntikul are with King Mongkut Institute of Technology Latkrabang,
Pathumthanee 12150 Thailand (e-mail: firstname.lastname@example.org,
Cite: Sorasak Tangthong, Jirasek Trimetsoontorn, and Nutthawut Rojniruntikul, "HRM Practices and Employee Retention in Thailand—A Literature Review," International Journal of Trade, Economics and Finance vol.5, no.2, pp. 162-166, 2014.