Exploration of the Practice of Retention Strategies to Address Employees’ Turnover rate In County Assembly of Kilifi
- September 28, 2020
- Posted by: RSIS Team
- Categories: IJRSI, Management
International Journal of Research and Scientific Innovation (IJRSI) | Volume VII, Issue IX, September 2020 | ISSN 2321–2705
Ngala Lilian Gabriel, Banaga Corazon Tangonan, Shimba Chris Ochieng, Omondi Richard Mc’Otieno
Department of Management, University of Eastern Africa, Baraton, P.O. Box 2500 – 30100, Eldoret, Kenya
Abstract: Employee retention strategies refers to systematic programs, practices and policies created to address the diverse employee needs by an organization that are targeted at developing employee loyalty. Effective human resource management is key in securing and retaining highly qualified and competent employees. Organizations make great efforts to attract workers and sustain their workforce. This study aimed to undertake an exploration of the practice of retention strategies to address employees’ turnover rate in county assembly of Kilifi by adopting a cross –sectional study based on the following set of research objectives; to establish the trends of voluntary and involuntary turnover of employees; to discover the extent of employees satisfaction their job and the retention strategies and the discover how retention strategies are designed and implemented. The study concludes that the rate of turnover in the Kilifi County Assembly is generally low and the employees of the assembly are generally satisfied with their jobs.
Keyword: employee retention; talent retention; performance evaluation
I. INTRODUCTION
Addressing employee retention matters is an emerging management issue that also pose much challenges to managers with researchers indicating that the operational success of any organization would be dependent on the organizations ability to adopt their operations, organizational culture, policies and practices to a work environment that fosters longevity and organizational success by embracing innovation, creativity and flexibility as key pillar in motivating and retaining competent employees. Rappaport, Bancroft, and Okum, (2003), observed that there is an impending global shortage of competent employees with increasing inability of organizations to retain high performers which ultimately lowers their competitiveness and this presents the managers with a challenge in employee motivation and retention in a work environment typically characterized by increasing uncertainties (Mitchell, 2002). These challenges are further compounded by numerous organizational transitions which more often leaves employees distracted, confused and having the fear of the unknown regarding their job security (Bridges, 1991).
