Investigating factors that impact employee retention at Kunene Health Care.

Abstract

The efficiency and success of an organisation depends mainly on its capacity to retain its employees. High staff turnover may result in an organisation not being able to meet its objectives and cause it to lose business and customers – and this can spoil its good reputation. Previous studies emphasised the importance of regarding human resource management as the most important asset in any serious organisation determined to realise self-determined goals and objectives. The purpose of this study was to determine the factors that influence employee retention at Kunene Health Care, in order to provide recommendations aimed at curbing or significantly reducing employee turnover and enhancing staff retention. A qualitative research approach was employed, and semi-structured interviews were conducted with 15 individuals in the company. The study used a purposive sampling technique – collecting primary data while also utilising secondary data. The study found that inconsistent remuneration packages discouraged employee retention at Kunene Health Care. Employment security, workplace organisation, and the working environment were the most important factors that employees considered when deciding whether to stay or leave the company. Poor working conditions, a lack of skill recognition, failure of management to provide opportunities for career progression, unchallenging job content, un-natured superior-subordinates relationships, and a hostile social atmosphere all discouraged employee retention at Kunene Health Care. The study recommended that Kunene Health Care use techniques that increase communication, performance and career planning, in order improve retention – while also mitigating the cost of new employees.