Lourens, Melanie ElizabethMutsvairigwa, PatienceLourens, Melanie2021-11-112021-11-112021-05https://hdl.handle.net/10321/3692Submitted in fulfilment of the requirements of the degree of Masters of Management Sciences: Human Resources Management, Durban University of Technology, Durban, South Africa, 2021.The main aim of the study was to investigate the impact of recruitment policies and induction programmes on employee retention. The Durban Central Fire Station was used as a case study for this investigation. Relevant literature from periodicals, journals, textbooks, theses and dissertations was reviewed. A quantitative research design was adopted for this study through the administration of a pre-coded structured closed-ended questionnaire to the 126 employees at the Durban Central Fire Department. Only 110 of the 126 administered questionnaires were returned. However, of the returned questionnaires, 5 were discarded due to incomplete responses and the final questionnaire returns numbered 105, which resulted in an 83.3% response rate. The data collected from respondents were analysed using the Statistical Package for Social Sciences (SPSS) version 24.0 in order to conduct non-parametric tests for testing the generated hypotheses. In total, 13 hypotheses were formulated for this study’s empirical analysis. Furthermore, the Pearson’s Chi-square and Spearman correlation tests were carried out on the formulated hypotheses to ascertain whether a statistically significant relationship existed between the variables. The study’s notable findings showed that a positive relationship existed between recruitment policies and employee retention, hence recruitment policies do have an impact on employee retention. The findings also showed that a moderately significant relationship existed between induction programmes and employee retention at the Durban Central Fire Department. Based on the findings, the researcher then recommended that the Durban Central Fire department should clarify expectations to its employees, encourage socialisation and positive work relationships, increase the duration of the induction programme and conduct exit interviews. The researcher concluded the study with suggestions for future research.193 pManagement SciencesenDurban Central Fire StationRecruitment policiesInduction programmesEmployee retentionPublic sectorEmployees--Recruiting--South Africa--DurbanFire departments--Recruiting--South Africa--DurbanEmployee retention--South Africa--DurbanFire departments--South Africa--Durban--EmployeesEmployee orientationThesis2021-11-02https://doi.org/10.51415/10321/3692