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Item Employee Turnover and Retention Strategies: A Case of Damro Furnitures(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2021) Surangi, H. A. K. N. S.; Dissanayake, D. M. Y. B.This qualitative case study aims to explore the reasons behind the high employee turnover in Damro Group by evaluating the current employee retention strategies. The data have been collected by conducting semi-structured interviews with fifteen employees who have already left the company and another three employees, including the Human Resource manager currently working for Damro. The purposive sampling method was applied to pick participants in the study. Four themes related to causes for employee turnover emerged from thematic analysis: less employee compensation, less recognition and appreciation, lack of training and career development opportunities, and work stress. However, employee compensation was the driving force in retaining employees. A comprehensive compensation and benefits package and intangible benefits are proven strategies to reduce turnover. By understanding what strategies reduce turnover and how to implement them, furniture industry managers could create positive social change through practical strategies to reduce voluntary and non-voluntary employee turnover and contribute to employees' wealth. Well-developed retention strategies can become stable employment for employees, consequently maintaining the replacement costs at the least and improving organisational performance.Item Retention of Generation-Z in Information Communication Technology Sector of Sri Lanka: A Conceptual Paper(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2019) Jayathilake, H. D.The global expectation is that millennials and generation Z will take the stake of 75% of the workplace population by 2025. In addition, concurrently, Sri Lanka put its prospect on the ICT industry to be one of the major employers for the country. Presently, the industry has created 95,000 breadwinners. Still, the industry was hit with very high employee turnover ratio as per the department of statistics Sri Lanka. So, it is conspicuous that the industry is in a dilemma to retain its employees. Moreover, there are very little researches have been done on the gen-z work behaviours in the ICT sector of Sri Lanka where would be one of the biggest employers for gen-z digital natives who born after 1997 in Sri Lanka. Therefore, the objective of this paper to construct conceptual framework that address on the research problem that to find out the expectations of the gen-z in Sri Lankan context to improve the motivation of Gen-Zs’ in-order to reduce the employee turnover in ICT industry through the literature review which has been predominately used journal articles from-1991-to-2019 in emerald platform. Literature has found that crucial 5 holistically independent constructs that significantly positive correlation to reduce employee turnover in the ICT sector. Therefore, it has emphasized that there is a research gap to fill-up through the future research that based on this conceptual framework with enhancing the reliability by incorporating with the real-world simulation through pragmatic worldview research approach with a research design using the explanatory sequential method as a recommendation for future work.