Assessing the employee talent retention strategy at the industrial development corporation
- Authors: Madondo, Lungile Sharon
- Date: 2021-04
- Subjects: Employee retention -- South Africa , Labor turnover -- South Africa , Personnel management -- South Africa
- Language: English
- Type: Master's theses , text
- Identifier: http://hdl.handle.net/10948/51798 , vital:43373
- Description: Successful employee retention is essential to an organisation’s stability, growth and revenue. Without properly implemented employee retention strategies, the organisation may face high employee turnover rates. An increased longevity of an employee’s tenure is better for the organisation’s overall performance. This study sought to evaluate the factors affecting employee retention at the IDC. To enhance the success of the study, the research objective was to assess the relationship between five HR factors and employee retention within the IDC. The study used a descriptive survey research design. The sampling method used for this study was convenience sampling. A questionnaire was used for data collection. The researcher cleansed and coded the data, whilst a statistician entered the collected data into STATISTICA. The data was analysed descriptively and also by means of inferential analysis method that is. The descriptive data was presented in the format of pie charts and tables with percentages, means and standard deviations as measures for distribution mechanisms. While inferential analysis presented the regression in table formats but with a clear indication of significant levels and adjusted R-square for all the independent variables. The sample that participated in this study consisted of 288 respondents from the IDC. Empirical findings revealed that the working environment, work-life balance, compensation and employee engagement positively influenced employee retention. Career development was not significantly related to employee retention. The study concluded and made recommendations to four stakeholders, namely the government to have roadshows and marketing activities to promote the Skills Development Act and skills Levies Act, IDC to review their employee retention strategy, Managers or Supervisors to support their employees by providing market related salary packages and provide session where they engage the employees in the organisations developments, and the HR Practitioners must ensure that the right fit of candidates are recruited to the organisation. , Thesis (MBA) -- Faculty of Business and Economic Sciences , Business Administration, 2021
- Full Text:
- Date Issued: 2021-04
- Authors: Madondo, Lungile Sharon
- Date: 2021-04
- Subjects: Employee retention -- South Africa , Labor turnover -- South Africa , Personnel management -- South Africa
- Language: English
- Type: Master's theses , text
- Identifier: http://hdl.handle.net/10948/51798 , vital:43373
- Description: Successful employee retention is essential to an organisation’s stability, growth and revenue. Without properly implemented employee retention strategies, the organisation may face high employee turnover rates. An increased longevity of an employee’s tenure is better for the organisation’s overall performance. This study sought to evaluate the factors affecting employee retention at the IDC. To enhance the success of the study, the research objective was to assess the relationship between five HR factors and employee retention within the IDC. The study used a descriptive survey research design. The sampling method used for this study was convenience sampling. A questionnaire was used for data collection. The researcher cleansed and coded the data, whilst a statistician entered the collected data into STATISTICA. The data was analysed descriptively and also by means of inferential analysis method that is. The descriptive data was presented in the format of pie charts and tables with percentages, means and standard deviations as measures for distribution mechanisms. While inferential analysis presented the regression in table formats but with a clear indication of significant levels and adjusted R-square for all the independent variables. The sample that participated in this study consisted of 288 respondents from the IDC. Empirical findings revealed that the working environment, work-life balance, compensation and employee engagement positively influenced employee retention. Career development was not significantly related to employee retention. The study concluded and made recommendations to four stakeholders, namely the government to have roadshows and marketing activities to promote the Skills Development Act and skills Levies Act, IDC to review their employee retention strategy, Managers or Supervisors to support their employees by providing market related salary packages and provide session where they engage the employees in the organisations developments, and the HR Practitioners must ensure that the right fit of candidates are recruited to the organisation. , Thesis (MBA) -- Faculty of Business and Economic Sciences , Business Administration, 2021
- Full Text:
- Date Issued: 2021-04
Factors driving the staff turnover in the motor retail industry
- Authors: Monakali, Phatuxolo
- Date: 2019
- Subjects: Labor turnover -- South Africa , Job satisfaction -- South Africa Employee motivation -- South Africa Motor vehicle industry -- Employees -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/42008 , vital:36617
- Description: Organisations in large have been featured by large competition and this necessitates that organisations continuously improve on their competitive advantage in order to capture and retain market share. This is no different from whether the organisation render services or sell products. Employees become key in assisting organisations to ensure that they deliver quality services or products to these customers, as they are mostly the ones that liaise with these customers. Attracting and retaining employees that are able to identify the needs of the customer and deliver the products and services to the customer’s satisfaction is one of the ways to improve the competitive advantage. Staff turnover becomes an important matter that needs to be understood together with the factors that drive the staff turnover. The aim of this research is to assist organisations to improve the retention rate of quality employees by investigating the factors that drives staff turnover and provide recommendations to avoid it. This research is specifically looking at the staff turnover at the motor car dealership level of the motor retail industry focusing on human resource management, management styles, organisational culture and remuneration as the key pre-identified drivers of high staff turnover. A quantitative research, consisting of online mail survey was conducted amongst sixty (60) people who voluntarily resigned from a motor retail group named company A in the Eastern Cape. The key findings indicated that management styles, organisational culture and remuneration were found to be the significant factors that drive the staff turnover at the dealership level of the motor retail industry. Recommendations were made to management to develop policies and procedures to address the factors in order to reduce the staff turnover.
- Full Text:
- Date Issued: 2019
- Authors: Monakali, Phatuxolo
- Date: 2019
- Subjects: Labor turnover -- South Africa , Job satisfaction -- South Africa Employee motivation -- South Africa Motor vehicle industry -- Employees -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: http://hdl.handle.net/10948/42008 , vital:36617
- Description: Organisations in large have been featured by large competition and this necessitates that organisations continuously improve on their competitive advantage in order to capture and retain market share. This is no different from whether the organisation render services or sell products. Employees become key in assisting organisations to ensure that they deliver quality services or products to these customers, as they are mostly the ones that liaise with these customers. Attracting and retaining employees that are able to identify the needs of the customer and deliver the products and services to the customer’s satisfaction is one of the ways to improve the competitive advantage. Staff turnover becomes an important matter that needs to be understood together with the factors that drive the staff turnover. The aim of this research is to assist organisations to improve the retention rate of quality employees by investigating the factors that drives staff turnover and provide recommendations to avoid it. This research is specifically looking at the staff turnover at the motor car dealership level of the motor retail industry focusing on human resource management, management styles, organisational culture and remuneration as the key pre-identified drivers of high staff turnover. A quantitative research, consisting of online mail survey was conducted amongst sixty (60) people who voluntarily resigned from a motor retail group named company A in the Eastern Cape. The key findings indicated that management styles, organisational culture and remuneration were found to be the significant factors that drive the staff turnover at the dealership level of the motor retail industry. Recommendations were made to management to develop policies and procedures to address the factors in order to reduce the staff turnover.
- Full Text:
- Date Issued: 2019
The nature and measurement of labour turnover
- Authors: Van der Merwe, Roux
- Date: 1970
- Subjects: Labor turnover -- South Africa , Industrial relations -- South Africa , Absenteeism (Labor) -- South Africa
- Language: English
- Type: Thesis , Doctoral , PhD
- Identifier: vital:3385 , http://hdl.handle.net/10962/d1013421
- Description: From the Introduction, p. 1-2. The main purposes of this study are to examine the methods by which one particular aspect of industrial behaviour, namely that of the worker's final withdrawal from the work situation, can be measured; to offer a more refined technique for the measurement of such withdrawals, and thirdly to attempt to relate this measurable phenomenon of withdrawal, commonly known as Labour Turnover, to the less easily measurable phenomenon of the integration of the individual worker into his working group. Labour Turnover - or the loss, over time, of employees from an employing organisation - is normally regarded as a province of study appropriate to the field of Industrial Psychology, and to its related applied field of Personnel Management. To a large extent, however, (as will be illustrated in Chapter II of this work) the results of such studies have proved inconclusive, and contradictory, and there is little evidence of progress towards a comprehensive understanding of the subject. This is undoubtedly due to the fragmentary nature of most studies in this field. These have generally been limited to the narrow confines of one particular aspect of the phenomenon, and consequently it has not been viewed against a sufficiently broad background.
- Full Text:
- Date Issued: 1970
- Authors: Van der Merwe, Roux
- Date: 1970
- Subjects: Labor turnover -- South Africa , Industrial relations -- South Africa , Absenteeism (Labor) -- South Africa
- Language: English
- Type: Thesis , Doctoral , PhD
- Identifier: vital:3385 , http://hdl.handle.net/10962/d1013421
- Description: From the Introduction, p. 1-2. The main purposes of this study are to examine the methods by which one particular aspect of industrial behaviour, namely that of the worker's final withdrawal from the work situation, can be measured; to offer a more refined technique for the measurement of such withdrawals, and thirdly to attempt to relate this measurable phenomenon of withdrawal, commonly known as Labour Turnover, to the less easily measurable phenomenon of the integration of the individual worker into his working group. Labour Turnover - or the loss, over time, of employees from an employing organisation - is normally regarded as a province of study appropriate to the field of Industrial Psychology, and to its related applied field of Personnel Management. To a large extent, however, (as will be illustrated in Chapter II of this work) the results of such studies have proved inconclusive, and contradictory, and there is little evidence of progress towards a comprehensive understanding of the subject. This is undoubtedly due to the fragmentary nature of most studies in this field. These have generally been limited to the narrow confines of one particular aspect of the phenomenon, and consequently it has not been viewed against a sufficiently broad background.
- Full Text:
- Date Issued: 1970
- «
- ‹
- 1
- ›
- »