Evaluating the effectiveness of retention strategies at the University of KwaZulu-Natal: an empirical review of academic staff.

Abstract

This study was based on evaluating the effectiveness of academic staff retention strategies at the University of KwaZulu-Natal (UKZN). High employee turnover rates, where talented employees leave the institution to join other universities and colleges in both public and private sector, is being experienced by universities in the higher education sector and this dissertation evaluated the factors that influence academics to either leave or stay at UKZN. This was firstly done by reviewing literature on the concept of employee turnover. Secondly, the study evaluated possible factors that impact on employee turnover. Thirdly, the regulatory framework relating to academic staff retention at UKZN was explored. Lastly, recommendations were made on how to retain academic employees at UKZN. The researcher used a mixed methods case study to conduct the study. A survey and unstructured interviews were conducted to obtain primary data for the study. Deductions were made by comparing the survey and interview findings and the findings from the literature review in order to gain a better understanding of factors that influence academics to leave the institution and the retention strategies that can be implemented to retain them. This study established various reasons that impact on job satisfaction and employee turnover at UKZN. These include non-competitive salaries, ineffective recruitment and selection processes, inadequate training and a lack of career pathing amongst other factors. Many of these factors were identified previously through an employee engagement survey conducted by the university in 2013 but strategies to address the identified problems were not implemented due to the lack of a people-centered approach to talent management. The study recommended that retention strategies should be strengthened and that the university should invest more on human resources and the development of academic talent in order to meet the strategic objectives through a fulfilled academic workforce.