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An Investigation on Training & Development Determine Staff Retention Strategies in organization: A Case of Turkana County Government, Kenya


Affiliations
1 School Of Business and Economics, Turkana University College, Lodwar- Highway, Kenya
2 School Of Business and Economics; Turkana University College, Lodwar- Highway, Kenya
3 School Of Business And Economics,Turkana University College, Lodwar- Highway, Kenya
4 Professor & Dean Academics, Lead College of Management, Palakkad, Kerala, India
 

Competition for talented employees is on rise in many organizations in Kenya. In today’s highly competitive business environment, the dynamics of talent have become a key differentiator for most businesses. Highly competent employees are migrating from Kenya to overseas for better paid jobs therefore the retention of employees is becoming a major challenge to many organizations in this era of globalization. In Kenya a lot of functions have been devolved from national government to county government. Thus, management of many organizations is finding difficult to retain employees. The objective of the study is to assess the training and development influence staff retention strategies in organizations. The researcher adopted a descriptive research design. A target population of 325 employees was selected across all the departments of Turkana County Government. The data was collected by use of questionnaire and analyzed by the use of Software Statistical Package for Social Sciences (SPSS) version 21. The analyzed data is presented in tables and figures for ease interpretation. The quantitative data was analyzed using percentages and mean to show the strength of particular strategies. It was established that majority of the county government employees were not aware of how the training and development motivates them to stay in the organization and at the same time they were not aware of how it gives the county government a competitive. From the findings, the study recommended that County Government should ensure employee skills are matched with their Jobs. The County Government should also deliver a plan for employee’s career plan, training and other opportunity to build competencies in mentoring for employee’s direction.

Keywords

Employee, Retention, Global, Competition, retention Training, Development strategies.
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  • An Investigation on Training & Development Determine Staff Retention Strategies in organization: A Case of Turkana County Government, Kenya

Abstract Views: 224  |  PDF Views: 112

Authors

Beatrice Akinyi Ondago
School Of Business and Economics, Turkana University College, Lodwar- Highway, Kenya
Tom Nyamache
School Of Business and Economics; Turkana University College, Lodwar- Highway, Kenya
Henry Ongori
School Of Business And Economics,Turkana University College, Lodwar- Highway, Kenya
K.Sankar Ganesh
Professor & Dean Academics, Lead College of Management, Palakkad, Kerala, India

Abstract


Competition for talented employees is on rise in many organizations in Kenya. In today’s highly competitive business environment, the dynamics of talent have become a key differentiator for most businesses. Highly competent employees are migrating from Kenya to overseas for better paid jobs therefore the retention of employees is becoming a major challenge to many organizations in this era of globalization. In Kenya a lot of functions have been devolved from national government to county government. Thus, management of many organizations is finding difficult to retain employees. The objective of the study is to assess the training and development influence staff retention strategies in organizations. The researcher adopted a descriptive research design. A target population of 325 employees was selected across all the departments of Turkana County Government. The data was collected by use of questionnaire and analyzed by the use of Software Statistical Package for Social Sciences (SPSS) version 21. The analyzed data is presented in tables and figures for ease interpretation. The quantitative data was analyzed using percentages and mean to show the strength of particular strategies. It was established that majority of the county government employees were not aware of how the training and development motivates them to stay in the organization and at the same time they were not aware of how it gives the county government a competitive. From the findings, the study recommended that County Government should ensure employee skills are matched with their Jobs. The County Government should also deliver a plan for employee’s career plan, training and other opportunity to build competencies in mentoring for employee’s direction.

Keywords


Employee, Retention, Global, Competition, retention Training, Development strategies.

References