Training and Employee Retention in A Public Organization, A Case Study of Kamuli District Local Government,Uganda.
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Date
2019-09
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Kampala International University. College of Humanities and Social Sciences.
Abstract
While Rayner (2008) suggested that it is better for an organisation to retain a qualify
employee rather than hiring, because employee retention signified taking a proper process of
encouraging the employees to dwell in the organisation as long as they desire. The inability
to retain employees can lead to more expenditures, losing well skilled employees can be a
great loss; the recruitment of new employees will involve spending more money and have an
adverse consequence on the proceeds of continuous reality. Hence, retaining trained
employees reduces the cost of recruiting new employees into the organisation The primary
aim of this study was to assess training as the most significantly variable that influences
employee retention in public organizations in Uganda, by using Kamuli Local Government,
Uganda a case study. Thus, the following were the objectives of this research proposal: to
assess employee retention strategies employed by Karnuli Local Government, to
determine the effects of employee retention strategies in Karnuli Local Government, to
suggest solution for effective employee retention in Kamuli Local Government and to
establish the relationship between training and employee retention in Kamuli district Local
Government. The study adopted a descriptive survey method and used both quantitative and
qualitative approaches. This was preferred because it was efficient in collecting large
amounts of information within a short time. A self-administered questionnaire was the major
instrument that was used in data collection. Key informant interview guide was designed and
administered to key informants to capture qualitative information. The data from the
completed questionnaires were cleaned, coded and entered into the computer using the
statistical package for social sciences (SPSS). To establish the relationship between the
independent variables and the dependent variable of the study Peason regression analysis was
conducted. It involved a coefficient of determination and a regression analysis at the rate of
0.05, level of significance. The sample size of forty employees, using census selection
sampling was used in this study. The results of the study shows that job security, training
opportunities, salary amounts, working environments, participative decision making,
availability of allowances, relationships at work place, retirement benefits plans and
promotion opportunities are some of the factors that basically influence employee retention at
Kamuli Local Government. The difference come from the implementation, those
implemented as required like job security and retirement benefits plans their influence on
retention is positive and those poorly implemented they act as a limit to employee retention
efforts, which results to labour turnover, transfer of employees, low working moral and
partial fulfilment of the organisation objectives. The solution to retention problems at the
secretariat is to put more emphasis on financial incentives like increasing employee’s salary
because according to the findings the respondents value them more than non financial
incentives. The findings unveiled a positive relationship between training and employees’
retention in Kamuli Local Government, since the sig. value (.000) was far less than 0.05,
which is the maximum level of significance, required declaring a significant relationship in
social sciences. This therefore implies that training practices increases the employees’
retention in Kamuli Local Government and failure to apply training methods will reduce
employees’ retention in Kamuli Local Government. The researcher concluded that non
financial incentive to public sector employees are significant; laws, rules, regulations and
policies that protects the welfare of the employees are as well a way to motivate and retain
them. Not only that but also different strategies are formed and implemented training
techniques to retain the employees, but still employee retention is a problem in public
organization in Uganda particularly Kamuli Local Government. It is recommended that
employee’s inputs and outcomes need further improvements. This concept may be improved
if organization introduced formal recognition system i.e. certificates, employee of the year in
each section or unity, etc.
Description
A Research Report Submitted To the College Of Economics and
Management in Partial Fulfillment of the Requirements for the Award of a Bachelor’s Degree of Human Resource Management of Kampala International University.
Keywords
Training, Employee Retention, Public Organization