Labor turnover and organizational performance case study of Commercial Rural Development Bank, Tanzania
| dc.contributor.author | Makelemo, Catherine | |
| dc.date.accessioned | 2020-07-22T09:06:17Z | |
| dc.date.available | 2020-07-22T09:06:17Z | |
| dc.date.issued | 2010-05 | |
| dc.description | A Research Report Submitted to the School of Business and Management in Partial Fulfillment of the Requirements for the Award of the Bachelor's Degree of Human Resource Management of Kampala International University | en_US |
| dc.description.abstract | The study intended to assess the causes of labour turnover at the CRDB Bank. The study was carried out at the CRDB Bank Head Office in Dar es Salaam. Therefore the study aimed at assessing the causes of labour turnover at the Bank ; examining the extent of the turnover and the measures which the Bank undetiake to reduce the labour turnover. The literature review revealed that there are various causes of labour turnover and the strategies/measures to retain employees. The involved 37 respondents from the selected 5 departments. The simple random and purposive sampling techniques were used to select the sample size. The data collection methods such as questionnaire, observation, interview and documentation were involved in the data collection, to analyse the collected data into a meaningful! and useful! information, both qualitative and quantitative methods were used. The findings showed that the extent of turnover is low with the current rate of 5.5% per annually. The causes are due to negligence, breach of Bank operations and poor petformance, resignation due to need for career move, further studies, family or personal matters, more salary and benefits, job location, higher position The Bank does undertake various measures such as annual salary and benefits review, adapting clear career growth, improving HR policies, recognition awards to performing staffs and ensure staff abides abides to ten corperate values Finally the researcher concludes by recommendations such as, job rotation, enrichment and enlargement, recognition of ones education, qualification/professional and experience by assigning tasks relevant to ones ability, improving the methods of getting/promoting various managerial positions, proper review and implementation of the Bank's scheme of services. | en_US |
| dc.identifier.uri | http://hdl.handle.net/20.500.12306/10147 | |
| dc.language.iso | en | en_US |
| dc.publisher | Kampala International University, School of Business and Management | en_US |
| dc.subject | Labor | en_US |
| dc.subject | Commercial | en_US |
| dc.subject | Bank | en_US |
| dc.title | Labor turnover and organizational performance case study of Commercial Rural Development Bank, Tanzania | en_US |
| dc.type | Other | en_US |