Reward management and labour turnover: a case study of Airtel Uganda Kawempe Branch
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Date
2015-12
Authors
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Publisher
Kampala International University, College Humanlities and Social Sciences
Abstract
The essence of this study was to establish the relationship between reward management and
labour turnover at Airtel Uganda outlets along Kawempe branch in Kampala Capital City. The
study was composed of the 40 staffs of Airtel Uganda and a self administered questionnaire was
used to obtain primary data in accordance with three specific objectives that is; to examine
reward management strategies adopted at Airtel Uganda, to determine staffs' perceived
commitment to the company and to establish the relationship between reward management and
labour turnover. In this respect the study found that employers that adopt appropriate reward
management strategies have a competitive advantage of attracting and retaining their talented
staffs than those without. Airtel Uganda in particular has been found to have a wide range of
reward management strategies geared towards retaining its experienced staffs. There is a
combination of intrinsic rewards such as recognition, appreciation, equity and support from
management as qualitative rewards to boost staff positive behaviours. Likewise, the company
employed spectrum of extrinsic rewards moreso, monetary to gain staff trust and confidence.
However, despite the effort made by the employer, the company still struggles with labour
turnover which cannot entirely be explained in terms of poor reward management given the fact
the study found that the management has adopted appealing reward systems to match staff
expectations. Based on the data generated they could be other factors that out to be diagnosed to
improve in staff stability in the company. Therefore, it was recommended that the company
incorporate career development as a long term reward strategies to attract and retain younger
employees who are the main workforce of Airtel Uganda.
Description
A Research report submitted to college of economics and management in partial fulfillment of the requirements for the award of a Bachelor's Degree in human resource management of Kampala International University
Keywords
Reward management, Labour turnover, Uganda