International Journal of Recent Technology and Engineering (IJRTE) ISSN: 2277-3878, Volume-8 Issue-3, September 2019 4507 Published By: Blue Eyes Intelligence Engineering & Sciences Publication Retrieval Number C6813098319/2019©BEIESP DOI: 10.35940/ijrte.C6813.098319 Abstract— Retention is more significant than acquisition as it takes more cash and period than any process. Female employees are the greatest worthy and valued asset, particularly for any organisation. Female employee exiting, is a indication of deeper subjects that have not been fixed, which may include low worker confidence, absence of a clear job route, absence of acknowledgement, poor employee-manager associations or many other problems. Employee retention is connected to the labours by which bosses challenge to hold the workers in their labour force. In this sense, retaining becomes the policies rather than the consequence for an organisation. The necessity of the organisation is to entice the best female talent and to hold them for a long time in the organisation. Organizations will endure to be in a rotating gate for female employees unless HR managers arrange and offer plans and creativities to retain the female workers through their job. The major factor in the retention of female workers, would require organizations to think about best applies which leads to female employees grow in their career with one association. The paper focuses on studying the women retaining strategies and how to retain more women employees in an organisation (Shabnam K, (2017)). Index terms: Women Employees, Model, Retention, Organisation, Organisational support, Engagements INTRODUCTION Women pay a novel and varied marketable viewpoint to a extremely competitive marketplace of ours. In fact, educations propose that offering in women staffs harvest large societal and monetary returns (The Business of Empowering Women, (2010) p-7). Gender quality and enablement can endorse and hold women staffs in the labour force. In terms of gaining development and cost-effectiveness women play significant part in private and public organisation (Sonia T, Mildred G P, Jennifer O, 2012). Women’s displeased talent consumption knowingly delays economic development (Nikolic and Taliento (2010), p-24). Studies indicate that inferior education and lesser employment rates for females are accountable for 1.6% change in yearly GDP growth between South Asia and East Asia (Nikolic and Taliento (2010), p-24). Women are well-thought-out fallback for change in the organisation (Masini (1994), p-51). Women entertain as a compound to propose solution to inside organisational glitches as well as answers to variations, that comes from the influence of macro Revised Version Manuscript Received on 30 May, 2018. Swapna Srikumar, Part Time Research Scholar, School of Management Studies, Vels Institute of Science Technology and Advanced Studies (VISTAS), Chennai, India, Email: swapnasrikumar@gmail.com Dr P Shalini, Professor, School of Management Studies, Vels Institute of Science Technology and Advanced Studies (VISTAS), Chennai India, Email: shalinipremchandran@gmail.com ecological forces (Sonia T, Mildred G P, Jennifer O, (2012)). Expert women are inflowing into the labour force at the same degree as men. There is uneven and lower number of women in a managerial position. Only 3 to 5 percent of topmost managers amid fortune 500 companies are females (Cabrera (2009), p-41). Conferring to fortune 500 standing only twelve women were gifted to range to the close of chief managers place (Hill (2008)). It has become progressively significant for organisations to raise the strength of female’s employees in upper level places. Organisational leaders should deliberate the notion of authorization for women and even motivational features that stay stimulated by transformational management in an energy to hold women in the work (Cabrera (2009), p-45). It increases a question why women are falling out of the labour force? Females contest to hike in the company ranking and take care of their tasks outside of labour, corporations are losing female employees due to this fight. Organisation must revaluate the policies in a determination to hold women talent and continue to be viable in the marketplace (Sonia T, Mildred G P, Jennifer O, (2012)) Gender fairness leads to development in the work practices, decrease of the pay gap and contribution of women in conclusion making constructions at various organisational levels (Global Gender Gap, (2010)). Organisations are failing to exploit the talent of women in the workforce. Utmost, many organisations are missing the gender parity rule. Women have qualified to low financial and communal position because of their inadequate access to coaching, which has also restricted their chances to grow in an organisation (Foster, (1993)). In command to encourage and hold females in the labour force organisation must emphasis on the ideas of authorization and elasticity in command to inspire females to need and to shape their jobs and wish for an upward movement over the extended period. (Sonia T, Mildred G P, Jennifer O, (2012)). Female staffs fight in the work place to flourish in their jobs and their domestic life’s. Nowadays females are looking for elasticity in their careers, which allows bosses to hold their feminine talent. Also, empowerment and elasticity creativity allow bosses to hold their female capacity in the organisation (Sonia T, Mildred G P, Jennifer O, (2012)). We are trying to do the same in this article by finding ways and means to retain women in an organisation. Retention of Women Employees in an Organization Swapna Srikumar, P Shalini