The case for arguing that pay rates have a relatively minor role to play in explaining individual resignations rests partly on the assumption that other elements of the employment relationship are more important. It is argued that people will ‘trade in’ high pay in order to secure other perceived benefits and that consequently low-paying employers can retain staff effectively.

1. What other factors do you think employees consider to be more important than pay?

2. What role can the HRM function play in helping to develop these?