NOLEGEIN-Journal of Performance Management & Retention Strategies https://mbajournals.in/index.php/JoPMRS <p><strong>NOLEGEIN-Journal of Performance Management &amp; Retention Strategies </strong>is a peer reviewed journal and provides a platform to discuss new issues in the area of performance management and retention strategies. The journal also seeks to advance the quality of research by publishing papers introducing or elaborating on new methods in employee engagement and retention. It's a biannual journal, started in 2018.</p> MBA Journals (Consortium eLearning Network Pvt Ltd) en-US NOLEGEIN-Journal of Performance Management & Retention Strategies 2581-5067 A study on Organizational culture and It's Impact on Employee Behavior https://mbajournals.in/index.php/JoPMRS/article/view/1731 <p><em>&nbsp;This study explores the impact of organizational culture on employee behavior within a CA (Chartered Accountant) firm, emphasizing the significant role that workplace ethics and cultural dynamics play in shaping employee performance, motivation, and overall organizational success. Organizational culture is a unique blend of shared values, beliefs, rituals, and behaviors that influence how employees interact with each other and perform their duties. This research aims to understand how organizational culture influences employee behavior, including their attitudes, motivation levels, and work-related actions. The study focuses on examining how a well-established culture within an organization can lead to improved employee performance, higher engagement, and job satisfaction. The research highlights the connection between a strong organizational culture and positive workplace outcomes, such as increased productivity and enhanced teamwork. By analyzing the relationship between these cultural factors and employee behavior, the study seeks to identify strategies that organizations can adopt to foster a productive and harmonious work environment. The findings suggest that a robust organizational culture not only drives employee engagement but also contributes to a competitive advantage for the organization. Ultimately, this study underscores the importance of organizational culture in shaping employee behavior and achieving organizational growth and success.</em></p> Pranali Vijay Chinchamalatpure Sheetal Jaikar Copyright (c) 2025 NOLEGEIN-Journal of Performance Management & Retention Strategies 2025-09-01 2025-09-01 8 2 Training Interventions as Drivers of Employee Motivation and Workplace Productivity https://mbajournals.in/index.php/JoPMRS/article/view/1730 <p><em>This research investigates the influence of training and development on worker performance and general organizational achievement. It focuses strongly on analyzing the effectiveness of existing training programs in organizations, determining the most important factors that lead to their success or constraints. By critically assessing different training methodologies, this research contributes towards establishing how these methods play a role in developing employee competencies and driving strategic organizational objectives.&nbsp;&nbsp; Critical factors like employee motivation, the quality and relevance of training material, delivery approaches, and alignment of training programs with overall corporate goals are examined in detail. They are seen to be the key to maximizing the impact of training activities and the transfer of learning from training to the workplace. The research also examines the extent to which feedback mechanisms, continuous improvement behaviors, and technology supports training effectiveness. In addition, the research identifies organizational culture as a critical factor in determining the success of training programs. A culture of learning, innovation, and employee development can powerfully reinforce the effects of training programs, whereas a culture that does not value such aspects can retard their effectiveness.&nbsp; Through the combination of theoretical knowledge and empirical observations, this research aims to present a holistic approach for evaluating the efficacy of training programs. It provides concrete recommendations to organizations that want to enhance their training efforts, enhance employees' performance, and attain increased productivity and competitiveness. In the end, the study highlights the value of a strategic, well-planned style of training and development that is reactive to organizational demand, sensitive to change, and keen on quantifiable results. This system is designed to be a useful instrument for HR practitioners, learning and development professionals, and organizational executives who aim to optimize the return on investment in employee&nbsp;training.</em></p> Shital Mohod Sheetal Jaikar Copyright (c) 2025 NOLEGEIN-Journal of Performance Management & Retention Strategies 2025-09-01 2025-09-01 8 2 The Role of Mentoring in Reducing Employee Attrition in the IT Sector https://mbajournals.in/index.php/JoPMRS/article/view/1729 <p><em>The present paper aims at explaining how mentoring can be applied effectively to decrease employee turnover in the Information Technology (IT) sector. The reasons for high employee turnover in the IT sector include high work demands, limited career growth, and burnout. This paper aims at examining how the mentoring programs support employees in the IT industry in order to reduce turnover. Mentoring programs offer employees support, career guidance, and emotional engagement that makes the employees to feel attached to their work and thus loyal and developed.&nbsp; This paper reviews the literature on the effects of mentoring on job satisfaction, engagement and turnover, and presents case studies of successful mentoring programs from leading IT companies. The results of the study indicate that properly designed mentoring programs can enhance employees’ well-being, decrease feelings of burnout and increase career development, which in turn reduces attrition rates. Thus, this paper recommends that IT firms should consider implementing mentoring programs as a part of their overall employee retention management. </em><em>Employee attrition remains a significant challenge for organizations within the Information Technology (IT) sector, impacting both operational efficiency and organizational culture. This research paper explores the role of mentoring programs in mitigating employee turnover, focusing on how structured mentorship can foster job satisfaction, professional development, and organizational loyalty. By examining various mentoring models, including one-on-one mentorship and group mentorship, the study investigates their effectiveness in addressing the root causes of attrition such as lack of career progression, insufficient support, and workplace disengagement.</em></p> Ritesh Yogesh Kulkarni Bhagyashri Yogesh Kulkarni Copyright (c) 2025 NOLEGEIN-Journal of Performance Management & Retention Strategies 2025-09-01 2025-09-01 8 2 Organisational Culture Impact on Employees Performance and Turnover Intension https://mbajournals.in/index.php/JoPMRS/article/view/1692 <p><em>This study looks at how organizational culture affects worker performance and turnover intentions in a college context.&nbsp; A mixed-method approach comprising surveys and interviews was used to capture a wide range of viewpoints.&nbsp; 150 employees of the Apex Group of Institutions participated in the data collection process, which used both primary and secondary sources. The collected information was analyzed using a variety of statistical tools, including regression analysis, chi-square tests, ANOVA, t-tests, and correlation techniques. It was found that positive organizational culture significantly encourages employee motivation, output, performance, and job satisfaction. In contrast, when there is a toxic culture-- meaning bureaucracy and limited opportunities for career prospect-- implementation performance lowers, followed by very low loyalty. The study, thus, recommends the creation of inclusive organizational culture with high importance for employee well-being and opportunities for skill development to enhance performance and diminish attrition levels. Further, a decent work culture adds to employee commitment while diminishing the turnover intention level. The study highlights a strong and positive association between a healthy organizational culture and crucial performance metrics, including employee motivation, satisfaction, productivity, and overall effectiveness. An encouraging and transparent work atmosphere—where open communication, employee recognition, and opportunities for growth are prioritized—was seen to significantly boost employee commitment and involvement. On the other hand, an unhealthy work culture, characterized by excessive bureaucracy, rigid organizational structures, limited career growth, and strained interpersonal dynamics, was found to hamper performance, reduce employee morale, and elevate the likelihood of employees wanting to leave the organization</em></p> Shivani Huriya Renu Copyright (c) 2025 NOLEGEIN-Journal of Performance Management & Retention Strategies 2025-07-15 2025-07-15 8 2 Factors Affecting Decision-Making Capacity of Women: A Survey https://mbajournals.in/index.php/JoPMRS/article/view/1650 <p><em>This research paper examines the factors influencing women's decision-making capacity in a contemporary context, focusing on socio-economic, cultural, and psychological factors. The study highlights the multifaceted nature of women's empowerment and the persistent challenges that hinder their full participation in decision-making processes. Key factors include education, employment, income, gender roles, cultural norms, family structure, psychological factors like self-confidence, risk aversion, and mental health, political and legal factors like legal rights, political participation, access to information, and healthcare. These factors interact in complex ways to shape women's decision-making capacity in various domains, including household decisions, healthcare decisions, education decisions, career decisions, and social and political decisions. The study employs a quantitative research design using a self-administered survey, with a convenience sample of 50 women aged 18-50 years from Silvassa, U.T. of DNH. The data collected is analysed using percentages. The findings highlight the need for more inclusive and equitable decision-making processes for women to enhance their agency and make informed choices.</em></p> Nilima Kamlu Copyright (c) 2025 NOLEGEIN-Journal of Performance Management & Retention Strategies 2025-06-13 2025-06-13 8 2 Exploring Learner perspectives on the Role of MOOCs and Online Learning Platforms in Shaping Future Workforce Skills https://mbajournals.in/index.php/JoPMRS/article/view/1644 <p><em>In an era marked by technological advancement and evolving career demands, MOOCs (Massive Open Online Courses) and online learning platforms have emerged as essential resources for skill development and career readiness. These platforms provide flexible, accessible educational opportunities that combine multimedia lectures, assessments, and interactive content, enabling learners to acquire theoretical knowledge and practical skills necessary in today’s workforce. However, while MOOCs offer numerous benefits, challenges such as low completion rates and the need for self-discipline persist, making it essential to understand learner perspectives and experiences with these platforms. This study examines how learners perceive MOOCs in relation to their career readiness, focusing on factors such as accessibility, content quality, flexibility, and the relevance of skills gained for workforce applications. Using a mixed-method approach, the study collected primary data from a sample of respondents engaged in MOOCs and online courses through a structured questionnaire, analysed with SPSS. Responses were measured on a Likert scale to capture varying levels of learner satisfaction and perceived impact on employability. Preliminary findings suggest that learners view MOOCs positively, emphasizing their convenience and the high-quality content as key benefits. Many respondents highlighted that online course allowed for a balance between learning and other responsibilities, enabling them to engage in self-paced study. However, some challenges were noted, such as a need for greater instructor interaction and enhanced motivational support to encourage course completion. By understanding these perspectives, educational institutions and course developers can tailor MOOCs to address learner needs, enhancing engagement and the practical application of skills. The study provides valuable insights into the impact of MOOCs on workforce readiness, emphasizing the importance of aligning course content with industry requirements. The findings suggest that by refining course structure and support mechanisms, MOOCs can significantly contribute to building a skilled and adaptable workforce, ultimately advancing the quality and accessibility of education.</em></p> Nasika Lakshmi Copyright (c) 2025 NOLEGEIN-Journal of Performance Management & Retention Strategies 2025-06-03 2025-06-03 8 2 1 7