2 edition of Staff turnover and retention in Nigerian universities 1970-1980 found in the catalog.
Staff turnover and retention in Nigerian universities 1970-1980
H. E. Jekelle
|Statement||Supervised by: D.P. Torrington.|
|Contributions||Torrington, Derek, 1931-, Management Sciences.|
academic staff will help the universities accomplish their vision and mission and hence become centres of excellence. This study aims to review literature related to academic staff retention with the aim of establishing gaps for further research. Key words. Determinants, Academic staff retention, Public universities in Kenya 1. Arabian Journal of Business and Management Review (Nigerian Chapter) Vol. 3, No. 1, 82 individuals, as employees are exposed to global learning and become more demanding in regards to their jobs, thus, leading to employee turnover in organisations. This study focuses on the health sector situation in Zambia. The country is currently facing a.
Employees are the most valuable assets of an organization. Their significance to organizations calls for not only the need to attract the best talents but also the necessity to retain them for a long term. This paper focuses on reviewing the findings of previous studies conducted by various researchers with the aim to identify determinants factors of employee retention. retention strategy to provide training to employees, which encouraged employee decision making (Wegner, ). Aaron () examined recruiting and retention practices for registered nurses in long-term care facilities and found the short span of training programs, low wages, regulations, and lack of support contributed to employee turnover.
The effect of performance appraisal on employee retention at the University of Nairobi deteriorated and staff turnover became a serious challenge to their sustainability. Paschal further states that from nineteen ninety to the end of the millennium, economic reforms. insights on the employee retention rates within the industry. Emphasis will be on determining the underlying factors that lead to this presumed high turnover rate of employees in this crucial industry. These past employees will shed light on the trends in the hospitality sector in Ireland when it comes to the issue of employee turnover.
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The competitiveness of Nigerian universities and shortage of competent staff makes it pertinent for universities to attract, retain and motivate highly talented employees. The purpose of this paper is to examine the relationship between talent management and employee retention.
Talent management is represented by performance management. This exploration of what employee turnover is, why it happens, and what it means for companies and employees draws together contemporary and classic theories and research to present a well-rounded perspective on employee retention and turnover.
The book uses models such as job embeddedness theory, proximal withdrawal states, and context-emergent turnover theory, as well as highlights. Staff Retention in Africa n Universities: and has also accelerated the rate of employee turnover in organizations in Nigeria.
The paper identifies some of the reasons for turnover to include. PDF | On Jan 1,Adnan Iqbal published Employee Turnover: Causes, Consequences and Retention Strategies in Saudi Organizations | Find, read and cite all the research you need on ResearchGateAuthor: Dr.
Adnan Iqbal. and Employee retention in Nigeria’s Manufacturing industries. Amaeshi Uzoma Francis. Abstract. The main objective of this study is to assess the predicting role of human resource management (HRM) practices on employee retention. Four dimensions of HRM practices examined in this study are training and development, career development,File Size: KB.
According to the Society for Human Resource Management (SHRM), employee turnover can be as much as 50% in the first 18 months of employment. Employees leaving the. Factors Affecting Employee Retention At The University Of Eldoret, Kenya Ednah Jepkemboi Rono1, Dr Geoffrey Kimutai Kiptum2, On the other hand the costs of employee turnover can be very high.
They include separation costs for example administrative time, recruitment and placement costs, training costs for the new employee, and leave. 3. Theory. Employee turnover is the departure of an employee from the formally defined organization. Since scholarly evidence suggests a distinction between voluntary and involuntary turnover (Allen et al., ), this paper focuses on the voluntary type; which occurs when employees decide to leave the levels of employee turnover, commonly observed in the retail sector.
Employee Turnover and Retention: Conceptual Framework Employee turnover, as defined by Hom and Griffeth (), is ‘voluntary terminations of members from organizations’. Loquercio et al.
() observed that staff turnover is the proportion of staff leaving in a given time period but prior to the anticipated end of their contract. secondary data used are research journals and books. Many researchers approached employee retention using a group of individual factors such as employee motivation , job satisfaction , and organizational culture .
However, the study analyzed retention on the basis of individual factors basis. Determinants of Employee Retention Proceedings of the International Conference - Frontiers of Management – Encore Feb 9th February - Chennai, India ISBN No: ICP Employee Turnover Intention 1 K.R.
SreeRekha & Dr. nabhan A STUDY ON THE EMPLOYEE TURNOVER INTENTION IN ITES/BPO SECTOR. exit interviews to collect data on turnover and retention trends within their organisations, with around half also utilising employee climate surveys and performance appraisals to collect data. • A majority (63 per cent) of respondents report their organisation does not measure the financial cost of employee turnover.
Browse Books and Retention and Turnover content selected by the Human Resources Today community. Using our turnover and employee retention situation, the organization might decide to focus on stay interviews. Retention and Turnover Retention and Turnover.
There is a wealth of evidence that the retention of talented employees has been of serious concern to managers in face of the ever-increasing high rates and costs of employee turnover (Samuel and Chipunza, ). In response, managers worldwide have enforced HR policies to actively lessen employee turnover and promote retention (Hom et al., ).
– The purpose of this paper is to empirically examine employee‐retention strategies and performance in the Nigerian banking sector over the period ‐, with focus on Zenith Bank in Nigeria. The sector is unique in terms of its contribution to Nigeria's gross domestic product., – The survey research design involving the use of questionnaire and structured interview to obtain.
Henke et al. () found that the high turnover rate of teachers in the USA costs the education system about $7billion annually. However, the situation is not so different in Nigeria, where the turnover rate is suggested to be above 10% and in Ghana, teacher attrition and retention in the education sector has become a matter of great concern.
The. Employee retention is the key to reducing employee turnover, theoretically increasing student attrition. That might sound obvious, but employee retention is a difficult task. Multitudes of research has determined that to replace a typical employee lost to turnover costs an employer, on average, percent of that person’s base salary.
The constant loss of quality academic staff has become a matter of great concern to management of Ghanaian universities. The main objective of the study was to identify factors that influence the retention of academic staff in Sunyani Technical University, Ghana.
The research question that guided the study was: what factors retain academic staff in the university. The scope of this research work is limited to University of Benin Staff School, Benin-City, Edo State.
This study will examine job satisfaction and employee’s job turnover intention among staff in the University Staff School. •First, employee turnover presents organizations with a difficult problem because of the high costs associated with finding, hiring, and training new employees and the adverse effects on the morale of the remaining employees (Boe, ; Bolman & Deal.
turnover might enhance performance if most of the turnover was by employees with longer or very short tenure. According to Reggio (), employee turnover “refers simply to the movement of employees out of an organization”. It is a negative aspect, which might lead to the failure of employee retention strategies in the organizations.
Helpdesk research report staff retention in African.  Mapolisa, T. (). Staff Retention challenges in Selected Zimbabwe’s public and Private universities: Returnee Lecturers perspective.
Journal of Education policy and entrepreneurial research. (JEPER) 1(4),  Murungi, K. ().Employee retention 8 Employee 8 Theoretical literature review 9 1Maslow’s hierarchy of needs theory on staff retention 9 Two-Factor Theory (Herzberg's motivation-hygiene theory) 10 Baby boomers and the Y generation theory on Staff retention .