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Retention Strategies
shibrah alkaffRelated papers
The Challenges of employee retention in Institutions of higher learning (A Survey of the Institute of Advanced Technology Branches, Nairobi)
The purpose of the study was to establish the challenges faced in employee retention at IAT. The research sought to: - establish how organization culture, Training, compensation, recruitment contribute to employee retention. The study results will be helpful to human resource managers in formulating effective employee retention techniques. The findings will be useful to the policy makers at the Ministry of Labour by providing an analysis on the factors that contribute to employee retention and propose possible policy interventions. The study will contribute to literature in the field of employee retention for reference by future researchers. Descriptive methodology was adopted with both quantitative and qualitative approaches. Stratified sampling technique was used to come up with seven homogeneous departmental strata while simple random sampling was applied to each stratum to come up with a sample size of 43. In collecting data, the study purposively selected seven managers one from each branch who were interviewed using an interview schedule and questionnaires self administered to the rest of the sample size. The study found that the organization experienced an average of 9 % employee loss annually. 55 % of respondents were between ages 28 to 37 years. The organization exercises a power culture that emphasizes human inequalities. 71 % of employees had attended training programs but only 45 % felt motivated after training. 51.6 % of respondents rated training programs as average. 69 % rated compensation scheme as below average while 60 % rated recruitment scheme as average. 72 % of employees who leave the organization are between the age of 28 and 37 years. The researcher recommends adoption of an open and friendly organizational culture to break the high “power distance”, implementation of a well planned Training program, a good succession plan and employee retention programs to deal with possible crisis situations, enforcement of guidelines and laws governing compensation of all job groups in both the public and private sectors by government, as well as fair and just recruitment programs.
THE EFFECTS OF HRM PRACTICES ON EMPOYEES RETENTION IN CASE OF OMO MICRO FINANCE INSTITUTION
Abstract The purpose of this study is to determine the effects of human resource management (HRM) practices namely employee promotion, training and development, appraisal system compensation and employees benefits on employee retention in Omo Micro Finance Institution (OMFI) Hawassa Branch and sub Branch Offices Quantitative data was collected using simple random sampling methods self-administered questionnaire that consist of questions with 5-points Likert scales distributed to our samples of 72 respondents . By using a multiple regression analysis, it is found that, compensation, promotion and benefits system can affect employee retention significantly. Whereas, performance appraisal system and training and development are no significant impact on employee retention, Base on the results, compensation, promotion and benefits system are needs more fundamental consideration for Omo Micro Finance Institution (OMFI) Hawassa Branch and sub Branch Offices for retention strategy decision; while performance appraisal system and training and development is less fundamental to (OMFI) Hawassa Branch and sub Branch Offices retention decision. Therefore, this study has provided new insight into HRM practices and employee retention. Finally implication of the findings, potential limitations and directions for future endeavors are suggested. Key words: Employee’s retention, Employees Promotion Practice, Training and Development, Performance Appraisal System, Employees Compensation and Employees Benefit Packages.
Mind the gap. France. Employee perspective.
The Sloan Center on Aging and Work at Boston College, 2010
Foo, S., & Ollier-Malaterre, A. (2010). In this paper, information is presented on the perceptions of work and job satisfaction with work life for employees in France. Specifically, we look at work-life satisfaction in relation to age. The primary data set used for the paper comes from the European Working Conditions Survey conducted in 2005.
Una breve sinopsis sobre la conquista árabe de la Hispania visigoda y el origen de al-Ándalus
Hesperia. Culturas del Mediterráneo, 27 (Madrid, 2024), pp. 205-216., 2024
La conquista musulmana de al-Andalus (711) es uno de los acontecimientos con mayores implicaciones de toda la milenaria historia de la península ibérica. En esta contribución, presentamos diferentes claves para abordar tan complejo fenómeno histórico, recurriendo a la bibliografía básica sobre el mismo.
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