Background to the study In the current global market, organisations are facing numerous challenges emanating from the internal and the external business environments. One of the challenges relates to intense competition (Marimuthu, Arokiasamy & Ismail 2009). Such internal and external pressures can adversely affect the success of an organisation (Deb 2006). Consequently, it is imperative for firms to develop sufficient competitive advantage. In their pursuit for competitive advantage, organisations are increasingly leveraging on their workforce (Chiang 2011). One of the aspects that firms’ management are focusing on entails integrating broad human capital development programmes in their strategic human resource management. The objective of these programmes is to improve their organisational performance. Problem statement Employee retention is one of the most important elements that firms’ management teams should consider in their strategic HR management practices. Retaining employees enhances an organisation’s competitive advantage (Singh & Dixit 2011). This arises from the fact that the employee retention measures integrated contribute to a high level of job satisfaction. Moreover, employees prefer identifying themselves with organisations that addresses their needs more effectively. Despite this, one of the major challenges that HR managers are currently facing relates to a high rate of employee turnover. Approximately 25% of the total employees in the United States left their jobs in 2006 (Allen 2008). Employee turnover has adverse effects on the competitive advantage of a firm and hence its long term survival. Consequently, it is essential for firms’ management team to ensure that they integrate effective measures aimed at curbing employee turnover. Objectives of the study Research objectives guide researchers in their quest to develop a comprehensive understanding of their subject of study. This study is aimed at achieving a number of objectives as outlined below.  1. To evaluate the reasons that stimulate high rate of employee turnover in organisations.  2. To evaluate the impact of employee turnover on firms’ productivity.  3. To assess the various strategies that organisations can integrate in order to improve the rate of employee retention. Research hypothesis The study will focus on two main hypotheses, which include the null (H 0 ) and the alternate hypothesis (H 1 )  1. H 0 – Employee turnover has adverse effects on the long-term survival of organisations.  2. H 1 – Employee turnover does not affect organisations’ long-term survival. Research question In the process of conducting the study, a number of research questions as outlined below will be taken into account.  1. What are the main factors that stimulate employees to leave their jobs?  2. What is the impact of employee turnover on the productivity of organisations?  3. What are the HRM practices and strategies that organisations’ management teams can integrate in order to deal with the challenges associated with employee turnover? Significance of the study The study will be of great significance to firms’ management teams in a number of ways. First, it will enlighten firms’ management teams on the impact of employee turnover on an organisation’s per