One of Jordan's vibrant and varied industries is the plastics and rubber sector. This sector in Jordan has enjoyed a long and rich history in the region. Despite this achievement, Plastic and rubber companies in Jordan face various challenges and issues. Due to the high rate of employee turnover in plastic businesses over time, one of the challenges the plastic and rubber industry faces is employee retention. Moreover, finding ways to encourage employees to remain with the company has grown to be of particular importance as businesses struggle with staff retention due to the risk of high employee turnover. The phenomenon raised alarms about the plastic and rubber sector employee turnover problem. In order to address the employee turnover issue and produce results at the employee level, such as a decrease in the likelihood of employee turnover and an increase in their willingness to remain with the business, good HRM (Human Resource Management) practices must be implemented. In order to improve employee retention in Jordanian plastic and rubber enterprises, this paper discusses the significance of implementing effective HRM practices (job design and job security). This study aims at investigating the role of HRM (Human Resource Management) practices on employee retention in the Jordanian plastic and rubber sector. The study develops a conceptual model that links HRM practices (job design and job security) with employee retention in the Jordanian plastic and rubber enterprises. A self-administrated questionnaire has been designed as a data collection instrument. Using the purposive sampling design, 250 questionnaires will be distributed to employees in Jordanian plastic and rubber firms. Quantitative method has been adopted in the study such as descriptive analysis, regression models, and hypothesis testing methods. The expected findings will show that there is a significant effect of HRM dimensions on Jordanian plastic and rubber employees' intention to

In Jordan telecommunications sector considered as one of the main contributors to the Jordan economic growth. Despite this achievement, telecommunication companies in Jordan face various challenges and issues. Employee intention to stay (ITS) is one of the challenges that telecommunication firms face, due to the high turnover rate of employees in Jordanian telecommunications companies over time. Particularly that identifying techniques to encourage employees to stay in the firm has become a key concern because staff retention is a problem that companies face due to the danger of excessive employee turnover. The phenomena alarmed the concern over the turnover issue of telecommunications sector. Employee turnover issue requires implementing good HRM (Human Resource Management) practices in delivering results at the employee level such as a reduction in the likelihood of employee turnover and an increase in their willingness to stay with the company. This paper deliberates the importance of adapting effective HRM practices (performance appraisal, compensation, and training and development practices) to strengthen employee's retention in the telecommunication companies in Jordan.