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Theses and dissertations (Management Sciences)

Permanent URI for this collectionhttp://ir-dev.dut.ac.za/handle/10321/14

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Subject: search.filters.subject.Employee retention

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Now showing 1 - 9 of 9
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    The role of talent retention as an employee motivator in the fast-moving consumer goods industry
    (2023) Manowah, Kavetha; Henha, Edwige Pauline Ngo
    The fast-moving consumer goods (FMCG) industry is a highly competitive and progressive sector where companies must attract and retain the best skills to remain relevant and successful. In this ever-changing, modernizing world, organizations are compelled to keep up with trends on how to manage employees, motivate, and retain them. This study aimed to investigate the extent to which talent retention strategies can be contributory factors to employee motivation, which positively influences the employee’s intention to stay with the organization. This study explored various talent retention strategies and tested their impact on employee motivation, using a series of analytical tests. An exploratory approach was used with a non-probability sampling design, specifically judgmental sampling was used as respondents chosen for this study were based on specific characteristics. Since the research design of this study is quantitative, a structured questionnaire was sent to 130 respondents, of which 124 respondents successfully completed the questionnaire. The results showed that there were gender inequalities in the workplace. Furthermore, employee participation had an influence on employee motivation. Compensation and benefits, training and development, and work-life balance did not have an influence on employee motivation, amongst other interesting findings. These findings are relevant to the FMCG industry and contribute to the existing framework of knowledge.
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    Investigating career pathing and retention of agents at WNS Global Services
    (2022) Manjoo, Noorain; Rajlal, Ashnee
    This research was carried out to investigate the existence of career pathing linked to staff retention at WNS Global Services. Furthermore, the study aimed to highlight any shortfalls in the current career pathing and staff retention policies and procedures at WNS and subsequently provide recommendations for improvement. The research design adopted a quantitative paradigm. A pre-coded closed-ended questionnaire using a 5-point Likert scale was sent to the sample (234) identified from the target population of 586 call centre staff across the Durban and Port Elizabeth WNS Global sites. Two hundred and four of the 234 sample respondents returned the questionnaire. However, it was discovered that certain respondents failed to answer all of the questions and were therefore omitted from the analysis. In total 198 completed questionnaires were returned which provided a response rate of 85%. The SPSS version 27 of Windows was used to test the variables that formulated the study. There were a number of noteworthy findings as a result of the empirical analysis of data. The descriptive analysis of the quantitative methods was presented using tables and graphs. Factor analysis, correlation analysis and Pearson’s chi-square were utilised to calculate the statistical analysis. Additionally, Kaiser-Meyer-Olkin and Bartlett’s test of sphericity were used to determine the factorability of an inter-correlation matrix. The correlation analysis of the two variables indicated that the correlation between employees taking steps in the near future to look for another job, and the perception that career pathing processes at WNS are effective, was -0.171 (Correlation Analysis 5). This is indicative that ineffective career pathing processes are highly likely to influence an employee’s decision to seek alternate work opportunities. The findings of the study show that some elements of staff retention are practised at WNS Global Services. However, one could conclude that it is not fully implemented in a manner that has maximum impact on staff. Furthermore, career pathing as a concept is not fully established at WNS Global Services. One of the recommendations arising from this study is that career pathing strategies and policies to improve staff retention should be implemented.
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    The influence of employee turnover on organisational performance : a case of private bank South Africa
    (2022) Moodley, Kivershan; Bayat, Mohamed Saheed
    Although the South African Private Banking sector is a lucrative corporate space for many commerce professionals, a significant degree of employee turnover has been recorded in recent years, generating a scarcity and drain on supply of specialised talents, affecting the financial stability of this crucial industry. This study investigated the influences of employee turnover and its impact on organisational performance within the context of a South African private bank. The study aimed to explore the underlying causes of high employee turnover. A mixed method explanatory sequential design method was adopted. The quantitative phase of the study consisted of a questionnaire administered to a sample of 300 private banking employees in the Johannesburg region. The qualitative phase involved semistructured interviews conducted with five key informants from the senior management private banking regions. The participation in this study was entirely voluntary and participants were assured of confidentiality and their anonymity. Quantitative data was captured using the SPPS software. Qualitative data was recorded and transcribed to ensure credibility, the findings were interpreted and analysed utilising the thematic analysis approach where main themes and subthemes were identified and discussed. The main findings of the study showed that employee turnover is driven by organisational performance, but that effect is negative. The study also found that a large portion of the respondents indicated that remuneration was a factor that they were not satisfied with, and this was further corroborated by the findings of the structured interviews held with senior management staff. The study recommended guidelines towards preventing staff attrition, such as developing a talent management pool or pipeline or providing change management efforts and suitable learning interventions.
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    Employee retention strategies in the context of organisational change ar a selected private health care provider in Durban, Kwa-Zulu Natal
    (2022-09-15) Kisten, Asthera; Lourens, Melanie Elizabeth; Lourens, Melanie
    The aim of the study was to investigate employee retention strategies in the context of organisational change at a selected private healthcare provider in Durban, KwaZulu Natal. The main problem revolved around poor employee retention, coupled with the many organisational changes taking place in the organisation over the last five years. This has to some degree affected service delivery at the healthcare provider. The study adopted a quantitative research design and pre-coded structured closedended questionnaires were administered to the target population. There are 500 employees at the private healthcare provider and the sample size for the research was 260. A survey method was utilised. The response rate of completed surveys received was 96% using the personal method of data collection. The responses were captured and the data was analysed utilising the Statistical Package for the Social Sciences (SPSS) version 26.0 for Windows. Numerous hypotheses were formulated and tested using Pearson’s Chi-square and Spearman’s rank order co-efficient. The key findings indicated that organisational changes had an impact on employee retention, which contributed to the effectiveness of service delivery at the private healthcare provider. The findings also indicated that employee retention strategies contribute to improved service delivery at the private healthcare provider. The recommendations suggest that the management of the private healthcare provider should strive to improve employee retention through effective communication; training and development; career development; providing incentives, rewards and recognition; embracing feedback from employees; and implementing employee suggestions where possible. The TURNITIN program was utilised to test the entire dissertation for plagiarism. The study concluded with recommendations for future research.
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    A system dynamics model of the talent pipeline for strategic responsiveness at DUT
    (2019-11) Perumal, Manoshni; Bodhanya, Shamim
    Continuing concerns about quality issues related to the higher education landscape have given impetus to the urgent need for effective human resources talent management. Guided by this, employee engagement represents important human capital whose performance plays an important predictive role in universities achieving sustained success. Related to this challenge, the current study had the primary aim of identifying the cause and effect of talent variables that influence the different components of talent and strategic outcomes. Through a qualitative multi-approach design, data was collected via a combination of document analysis and semi-structured interviews. Non-probability purposive sampling was used in the selection of participants. Using the Durban University of Technology as the case study, employees from the categories of senior and executive management, middle management and the general employees offered insights into DUT’s challenges with talent management and the impact on the success of a learning organisation. The study’s emergent themes were categorised thematically and the findings articulated. Key areas addressed included conceptions of a learning organisation; the role of policy rigidity in talent management; talent attraction, development and retention; quality teaching and learning as key influences to talent development; sustainability considerations in talent management; policy compliance and its contribution to the development and management of talent within the University. Using the system dynamics methodology, the research offered an in-depth understanding of the complexities inherent in the talent management process. The implication for human resources practice was primarily related to the acknowledgement that the SD approach has far greater application potential than has been acknowledged.
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    Job satisfaction amongst professional nurses at selected clinics in the Eastern Cape with particular reference to the Ideal Clinic System (ICS)
    (2021-04) Mpongoshe, Meshack; Nombela, N.P.; Jali, Lulu Fortunate
    Globally, professional nurses are the ‘engine’ of the healthcare system. Therefore, their job satisfaction needs to be taken into full consideration as they have a very important duty to perform in health care facilities. Arguably, if job satisfaction of nurses is ignored, then productivity and the outcome of the health care system could be negatively affected. Thus, the health care facilities have the duty to keep the nurses satisfied in order to have good standards of care. In 2013, an Ideal Clinic System (ICS) was developed by the South African government through the Department of Health to improve all healthcare facilities in the country. The ICS was developed to standardise all healthcare facilities nationally, to address gaps with regards to infrastructure between the rural and urban healthcare facilities. In relation to the implementation of Ideal Clinic System (ICS), no study has been conducted in the Eastern Cape Province, Chris Hani District to assess the job satisfaction of nurses. The questions raised therefore are: what is the level of job satisfaction amongst nurses in reference to the Ideal Clinic System? What are the recommendations can be made by the nurses and the researcher regarding the implementation of this system? The objective of this study was to examine the level of job satisfaction among nurses after the implementation of the Ideal Clinic System (ICS) at selected clinics in the Eastern Cape Province. This study was grounded on mixed research methods, quantitative epistemology in order to determine the cause-and-effect interactions between the variables and qualitative research method in the form of open ended questions. The sample of the population was 200 respondents. The respondents were selected using stratified random sampling technique from the selected clinics in the Eastern Cape Province. A structured questionnaire and open ended questions were used to collect data in the following clinics: Nyalasa clinic, Upper Lafutha clinic, Mceula clinic, Manzimahle clinic, Asketeon clinic, and Qiba clinic. Statistical Package for the Social Sciences (SPSS) version 25 was used with the assistant of the statistician to analyse data. Descriptive results were presented with respect to age and gender of the respondents. Gender results revealed that female participants dominate the nursing profession while the age results showed that those aged 51 years and above as well as those between 36 to 45 years dominated the nursing profession. The resulting study model reveal that recognition and training are the most influential as far as job satisfaction of nurses is concerned in the workplace. Therefore, any intervention measures meant to enhance job satisfaction for of nurses must be formulated based on these two aspects. The study concludes that in the Eastern Cape of South Africa, job satisfaction among nurses can be enhanced if intervention are designed around issues related to recognition and training. However, this is not to say that factors such as compensation and working conditions are not important. The study further concludes that in the Eastern Cape Province, the ICS plays no significant role in influencing the relationship between work environment (compensation, working conditions, recognition and training) and job satisfaction.
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    The impact of rewards and perceived organisational support on employee retention : $b a case study of first aluminium of Nigeria PLC
    (2019-09) Ojediran, Oluwasegun Akinkunle; Adebayo, Rufus Olufemi
    This study investigates the influence of both total rewards and perceived organisational support on employee retention. The study was carried out in Nigeria. The objectives of the study were: to identify the impact of rewards and perceived organisational support on employees’ retention, to assess if age, gender, race, qualification, job level and years of service influence reward preferences, to assess the relationship between an employee’s rewards preferences and perceived organisational support, to investigate the perceived level of organisational support amongst employees at First Aluminium of Nigeria Plc and establishes the preferential influence of rewards on employees retention. This study examined and determined the rewards that are currently being used by First Aluminium of Nigeria (FAN) and investigate the most important rewarding factors that are aimed at retaining employees in its subsidiary company of FAN in another part of Nigeria. This study also investigates the perceived level of organisational support amongst employees and identifies the relationship between employee’s rewards preferences and perceived organisational support. This study was conducted at First Aluminium of Nigeria Plc using a quantitative research approach. The sample size of the study was 270 workers within the FAN Organisation. The study used questionnaire used questionnaire for the collection of data and Statistical Package for Social Sciences (SPSS) was used to analyse the data while tables and figures were used to present data. Arising from the empirical findings and comparison with the theoretical framework discussion on the differences and similarities is made. Therefore, recommendations and conclusion were made for future researchers.
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    The impact of recruitment policies and induction programmes on employee retention : a case study of the Durban Central Fire department in KwaZulu-Natal
    (2021-05) Mutsvairigwa, Patience; Lourens, Melanie Elizabeth; Lourens, Melanie
    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.
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    Organizational culture and employee commitment : a case study
    (2008) Naicker, Nadaraj; Govender, Jeevarathnam Parthasarathy
    South Africa is fast becoming the powerhouse of the African continent, due to its great technological advances in manufacturing, its rich diverse culture, sound business developments and stable economic policies that have seen the country shed the chains of apartheid that had plagued it for more than half a century. The need has become even greater in current economic times, for businesses to find new and innovative ways to improve production and their bottom line. Major corporations are investing heavily in upgrading the skills of their workforce in order to have a more productive workforce. Government legislation has now made it necessary, that all companies acknowledge the previously disadvantaged race groups and make sure that their workforce is fully represented as per the demographics of the country. The term affirmative action is being used more regularly in South African businesses and employees who do not comply with current legislation that seek to redress past disparities, are slapped with hefty fines. This study investigated the preferred as well as the existing culture and employee commitment levels at a South African company. The research reviewed the various types of culture, how culture is created and ways in which culture can be sustained or changed. Ways to cultivate employee commitment and retain skilled employees are also closely explored in this research study. The key results of the research findings revealed that there is a strong achievement culture prevalent at the company, with a good mix of the other culture types like, role culture, power culture and support culture. The employees at Riverview Paper Mill also strongly prefer an achievement and support type, culture. Employee commitment is very low and employees stay with the company out of necessity. Recommendations to improving the culture and commitment levels are also presented in this study.