Employee retention strategies at Department of Health - uMkhanyakude District.
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Date
2013
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Abstract
All private and public sector organisations are faced with a major challenge of attracting and
retaining skilled employees for long, as this is paramount to their success. The public health
organisations have been affected the most, especially the ones in rural areas. Excessive and
untimely resignations lead to increased recruitment and training costs, provision of poor
health care services to the deprived communities and disruption in implementation of key
programmes. One of Department of Health’s strategic objectives is to improve Human
Resource Management Systems. The study was conducted to identify motivating factors,
problems causing resignation and reviewing success of current retention strategies and
identifying effective ones that can be adopted. Three out of five hospitals in Department of
Health - uMkhanyakude district were selected. The study was undertaken using quantitative
approach. A probability sampling using stratified method wherein only health care and allied
professionals occupying senior, middle, operational and specialist positions were sampled.
Ninety nine participants completed the questionnaire. Collected data was analysed using
descriptive and inferential statistics. Constant availability of jobs within the healthcare sector
prompts constant job search, with positions in urban areas being the most preferred. This
increases employee mobility and leave vacant positions unfilled for longer period. Expecting
remaining employees do more than own capabilities in an attempt to fill gaps and not to
disrupt service delivery proved to be a problem. Not recognising and rewarding exceptional
performance under such conditions is very demotivating. The findings supported literature as
job satisfaction proved to be the significant motivating factor. Various other factors like job
characteristics, work environment, management style and benefits of the job lead to job
satisfaction. Empowering and involving employees in decision making and making growth
opportunities available motivate employees as majority attested to this. Paying competitive
salary package is an effective strategy but is not enough to retain employees as the majority
confirmed that satisfaction with job characteristics is important. Resignations have the ability
to push remaining employees to resign but this can be prevented by consideration of internal
employees first when filling vacant positions. There is no successful retention strategy but
focus should be on training and development, succession planning, empowerment and
mentorship and support from management. A number of recommendations made included
robust recruitment and talent management, recognition of exceptional performance, provision
of non-monetary rewards to increase motivation and work-life balance as effective strategies.
Description
MBA University of KwaZulu-Natal, Durban 2013.
Keywords
Employee retention--KwaZulu-Natal., Employee morale--KwaZulu-Natal., Employee motivation--KwaZulu-Natal., Personnel management--KwaZulu-Natal., Theses--Business administration.