Retaining employees with the perspective of strategic human resource: Applications, of individual and organization level

People have succeeded in working, organizing, institutionalization for all kinds of needs by time. This achievement has also revealed the need for people to belong to the organisations they have established. The whole world now knows that there is much more return on the relevant institution of developing existing employees and their satisfied and happy work in their institutions. From here, this study examined what strategic human resources specialists can do in order to keep employees in business within the framework of human resources functions. Many criteria in the direction of what the employees are doing individually and what they expect from their organization and the group they belong to were collected bu using the inventory specified in appendix 1, and examined with Microsoft Office Excel 2016 and SPSS 22 software. In addition, the strategic human resources authorities have been examined the results of how they see the employees remain in the business or their separation from the business by using the inventory specified in Appendix 2. In this study, 166 employees was easily reached by sampling. Also quantitative research methods and descriptive statistical findings have been used for this study. As a result of the researches, employees found relatively important in the first place for where they belong, especially wages, fair behaviour, work and private life in the balance, group association, management communication, taking responsibility and corporate culture factors such as to remain in the institution. Also, according to gender, the diversity of individual group and institution level factors is not statistically significant and the factors for keeping employees at the individual level are significantly different from the institution for business and personal factors.And the factors for keeping employees at the individual level are significantly different from the institution for business and personal factors. It is statistically different that the factors are sorted by severity in terms of employees. The findings of the study resulted in a quality that could be guiding the business management and strategic human resources management in determining the plans and programmes that should be considered. This study is capable of a significant data source for examining the criteria required for an employee to work more efficiently and for feeling in the business, along with the requirements of the work and institution, as well as for a healthier and achievable target for enterprises. Keywords: strategic human resource management, employee retention, individual, group and institution