Employee development and retention in Golis Telecom Bosaso, Somalia
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Date
2016-11
Authors
Journal Title
Journal ISSN
Volume Title
Publisher
Kampala International University. College of Humanities and Social Sciences
Abstract
The study aimed at establishing the effect of employee development on employee retention in Golis Telecom Company Bosaso, Somalia with details in employee engagement, competency mapping and career development as the variables that treasure employee retention. The objectives were: to establish the relationship between employee engagement on employee retention, to establish the relationship between competency mapping on retention and to establish the relationship between career development on employee retention. The hypothesis was; there is significant positive relationship between employee developments on employee retention. A regression encompassing all the variables was developed after carrying out diagnostics tests model fit and consistency. The results indicate that employee engagement has positive relationship on employee retention. Furthermore, the results also indicate that both employee competency and employee career development have a positive relationship on employee retention, the overall model was significant on the basis of F-statistic and the coefficient of determination that was reported by the data. On another hand, the multiple regression analysis also reveals that all these independent variables combined together account for 64.9% of changes in employee retention as observed from the regression model summary. The study thus concluded that recombination of all the independent variables when regressed against employee retention also produces p-value which is less than 0.05 and thus rendering the entire model statistically significant. It is thus recommended that future studies should carry out a comprehensive analysis to further establish the influence of the latter variables to ascertain their influence on the overall rate of employee retention in various companies.
Description
A dissertation submitted to the college of economics and management in partial fulfillment of the requirements for the award of Master of Arts in Human Resource Management of Kampala International University
Keywords
Employee development, Employee Retention