Retention and Career Mobility of Senior Employees in Modern Organizational Dynamics
Keywords:
retention, career mobility, senior employees, human resources, work flexibility, age discrimination, career developmentAbstract
The phenomenon of retention and career mobility of senior employees has become a strategic issue in global human resource management. Senior employees have valuable experience and knowledge, but their continued contribution is often influenced by internal and external organizational factors. This research aims to examine the factors that influence the retention and career mobility of senior employees through a literature review of international journals and academic books. The results of the research show that senior employee retention is stronger when organizations are able to provide career development opportunities, work flexibility, and health support and a discrimination-free work environment. Conversely, career mobility occurs when these factors are not met or when the labor market offers new opportunities that are more suited to personal needs. Mobility is also not always negative, as it can take the form of a shift in role within the organization towards a mentoring or internal consultant function. From a theoretical perspective, this research supports the idea that senior employee retention should be viewed as a long-term investment that impacts organizational sustainability. From a practical perspective, the managerial implication that can be drawn is the need to integrate retention policies with succession planning so that the experience of senior employees can be transferred to the next generation. This research contributes to enriching academic and practical understanding of the relationship between retention and career mobility of senior employees, and serves as a basis for further research that is more specific to certain industrial sectors.
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