Learning about factors that influence staff retention and ways of improving it, can help organizations avoid the inconvenience of high attrition. The employee’s job satisfaction and retention are the main factors for the success and survival of any firm. No one can measure the level of satisfaction an individual get why he performs his work. But there are factors which directly or indirectly affect the satisfaction level of employees at workplace. Companies that constitute work environment that attract, motivate, and retain talented employees will be better positioned to succeed in today’s competitive business world that demands quality and cost-efficiency. The main challenges that organizations are facing today is not only managing its human resources but also satisfying and retaining them. Securing and retaining skilled workforce plays an important role for any organization, because the knowledge and skills of employees have become highly essential in gaining competitive advantage in today’s business environment. Thus, the objective of this paper was to: examine the factors which affect the job satisfaction of employees. Determine the affect of job satisfaction on employees’ retention and suggest recommendations on possible ways to improve employees’ retention. Also, the essential of having a retention strategy, which is based on a well enunciated human resource management system, was emphasized.

Organisational discipline arises out of the need for management to be able to control the conduct of employees and to re-direct their energies towards the attainment of corporate mission and objectives. Discipline is management action that encourages and ensures compliance with laid-down rules and regulations, governing the smooth operation of an organisation. It is management's responsibility to develop and maintain effective discipline within the organisation. As in most peoples' management functions, HR managers have an extremely important role to play in the design and implementation of disciplinary procedures that are fair to all, and that cases of discipline are dealt with in accordance with the organisation's laid-down procedures. For the purpose of this article, reinforcement theory attributed to Skinner (1974), form the theoretical framework for this article. This article examines the nature of discipline, the causes of disciplinary action, the importance of disciplinary procedures and the role of HR managers in discipline handling. The article further takes a peep into the impact of objective disciplinary measures on employees' performance. The article therefore, concludes that for discipline to be a means of correcting or punishing misdeed in an organisation, management must learn to maintain discipline by applying standards in a consistent, fair and flexible manner.

One of the greatest challenges that faced typical employees throughout their working life is life after retirement. Despite government roles at providing social security, retirement epoch has been a tension provoking and overwhelming phenomenon in Nigeria and other emerging economies of Africa, Asia and Latin America. A close observation of many retirees in Nigeria society and the problems they are facing draw the attention of all and sundry. These problems seem to range from sudden death, dwindling status, lack of occupation, loss of the usual monthly salary, decreased strength and deteriorated health condition, physical disabilities, aging and anxiety about a residential home. In Nigeria, the regular non-payment of pensions and gratuities benefits has brought untold hardship and sudden death to many retirees, thereby making retirement something that is dreaded by workers. This problem is further compounded to lack of planning and management of post-service epoch and conditions. It is against this backdrop that this paper seeks to identify and discusses strategies available for managing post-service condition in Nigeria. The paper calls on Nigerian workers to embrace one of the options to remain moderately productive and healthy after retirement. The paper suggests, among others, that both employers and government should undertake regular pre-retirement training for their workers in order to save the country the embarrassment of seeing their retirees going to early graves or turning into destitute on the streets.

Outstanding leaders combine good strategic substance and effective interpersonal processes to formulate and implement strategies that produce results and sustainable competitive advantage. In todays competitive business environment, the defining success factor is essentially leadership with the potential of transforming its employees into a willing and winning team with the appropriate synergy to actualize collectively determined corporate missions and aspirations. The contemporary dynamics in the operating environment of business calls for leadership orientations which recognize that employees have emotional dividends to satisfy at workplace and should, thus, be managed in such a way that they are always able and willing to achieve enhanced performances. It is against this backdrop that this paper underscores the indispensability of leadership in the dayto-day dynamics of the organization and suggests a ramifying range of leadership styles that potentially conduce to optimal human resources management and performance. This paper utilized the methods of qualitative and syntheses of scientific literature as it relies on secondary data collected from books and journal articles, and were content analyzed in relation to the scope of the paper. Finally, the paper concludes that leadership synergizes the human resource and ensures that they continuously create value for the various stakeholders in the organization.

The value of retirees' gratuity and pension will continue to grow as individuals reduce their reliance on family members to care for them in old age and accept the truth that they must care for themselves by saving for the future. Benefits for retirees have piqued the interest of policymakers and experts worldwide. Numerous articles have been written to assess Nigeria's previous pension system, the reasons for its failure, the shortcomings of the new pension system, and the influence of both the old and new pension systems on pensioners' wellbeing in Nigeria. Nonetheless, no study exists in Nigeria on the effect of delayed gratuity and pension payments on post-retirement situations. To close this divide, this study explores the effect of delayed gratuity and pension payments on retirees' willingness to keep their current position in Nigeria. This study analyzed secondary data obtained from published and unpublished books, journal articles, and online sources. It used content analysis to determine the relevance of the material collected to the study's scope. The study shows that delayed gratuity and pension payments contribute to pensioners' diminishing status, deteriorating health, and premature mortality shortly after retirement. The study consequently suggests that both public and private employers of labor do regular pre-retirement training for their employees to avoid the shame of seeing their retirees become penniless on the streets or succumb to an early death shortly after retirement.