HUMAN RESOURCE MANAGEMENT PRACTICES INFLUENCING STAFF RETENTION IN NON-GOVERNMENTAL ORGANIZATIONS IN KENYA: A CASE STUDY OF KENYA RED CROSS SOCIETY EASTERN AND CENTRAL KENYA REGIONS

VIROZIAN AKUMU OKECH

Abstract


The purpose of this study was to assess the human resource factors influencing staff retention in Kenya Red Cross society. The aim was to assess how the human resource factors that affect employee retention in the organization long-term, particularly how employee training, motivation influenced employee long term engagement with the organization and to come up with recommendations on what more can be done to further enhance their positive influence on long-term employee engagement with the organization. Descriptive research design was used with a total population of 45 employees in Eastern and Central regions of Kenya. A census was done instead of taking a sample to enhance accuracy. The response rate was at 88.9%. Quantitative approach was used to collect and analyse data from the questionnaires’ closed ended questions on a Likert scale to generate frequency distribution tables, data entry sums and averages. Qualitative technique was used to analyze open ended questions on the questionnaire and provide more-in-depth details. Data collected was analysed using SPSS statistical software, version 22. The study established that Human Resource management factors do indeed influence employee retention in an organization and their need to feel adequate to perform their jobs, sufficiently compensated for their performance and the need to see a potential for career and personal growth while working for the organization. The study found that there is a relationship between the independent and dependent variables and also that perception about one independent variable has an influence on perceptions about the other independent variable. Also, the organization had not fully and satisfactorily implemented their strategies in a manner that would encourage employees to want to stay in the organization long term, at least not to the desired level that would be of maximum benefit to the organization. It is recommended that the organization still needs to put more effort in its employee retention strategies to realize full benefits from long term retention of skilled employees.

Key Words: Human Resource Management Practices, Staff Retention


Full Text:

PDF

References


Auer Antoncic, J., & Antoncic, B. (2011). Employee satisfaction, intrapreneurship and firm growth: a model. Industrial Management & Data Systems, 111(4), 589-607.

Ayodo, I. A., Namusonge, G.S., Ayodo, K. & Maluti, V. (2014). Influence of Training On Employee Retention In Public Universities In Kenya: Case Of The Masinde Muliro University Of Science And Technology-Kenya. International Journal for Management Science and Technology, 2(4).

Aziri, B. (2011). Job satisfaction: A literature review. Management research and practice, 3(4), 77-86.

Bernard, B. (2012). Factors that determine academic staff retention and commitment in private tertiary institutions in Botswana: Empirical review. Global Advanced Research Journal of Management and Business Studies (ISSN: 2315-5086), 1(9), 278-299.

Bitner, M. J. & Zeithaml, V. A. (2010). Service Marketing. New York: McGraw Hill.

Butt, B. Z., & ur Rehman, K. (2010). A study examining the students satisfaction in higher education. Procedia-Social and Behavioral Sciences, 2(2), 5446-5450.

Dartey-Baah, K., & Amoako, G. K. (2011). Application of Frederick Herzberg's Two-Factor theory in assessing and understanding employee motivation at work: a Ghanaian Perspective. European Journal of Business and Management, 3(9), 1-8.

Gberevbie, D. E. (2010). Strategies for employee recruitment, retention and performance: Dimension of the Federal civil service of Nigeria. African Journal of Business Management, 4(8), 1447-1456.

Golshan, N. M., Kaswuri, A. H., Aghashahi, B., Amin, M., & Wan Ismail, W. K. (2011, September). Effects of Motivational Factors on Job Satisfaction: An Empirical Study on Malaysian Gen-Y Administrative and Diplomatic Officers. In 3rd International Conference on Advanced Management Science.

He, W., & Long, L. R. (2010). The Empirical Research of Taxonomy and Employee Preferences of Economic Compensation: Based on the Theory of Maslow's Hierarchy of Needs [J]. Journal of Business Economics.

Hlalethoa, J. J. R. (2012). Reward strategy as a staff retention tool at the financial services board.

http://libguides.usc.edu/content.php?pid=83009&sid=818072

http://skylergreene.hubpages.com/hub/Social-Cognitive-Theory-and-Workplace-Learning

https://www.td.org/Publications/Blogs/ATD-Blog/2012/07/Social-Cognitive-Theory-and-Workplace-Learning

Hughes, J. & Rog, E. (2008). ‘Talent Management: A strategy for Improving EmployeeRecruitment, Retention and Engagement within Hospitality Organization’,International Journal of Contemporary Hospitality Management, 20, 743-757.

Hutchings, K., De Cieri, H., & Shea, T. (2011). Employee attraction and retention in the Australian resources sector. Journal of Industrial Relations, 53(1), 83-101 SAGE Publications Ltd.

Kaufman, R. & Guerra-Lopez, I., (2013). Needs Assessment for Organization Success. ASTD press

Kennedy, E., & Daim, T. U. (2010). A strategy to assist management in workforce engagement and employee retention in the high tech engineering environment. Evaluation and program planning, 33(4), 468-476.

Khan, M. A. (2010). Effects of human resource management practices on organisational performance - an empirical study of oil and gas industry in Pakistan. European Journal of Economics, Finance and Administrative Sciences, 24, 158-175.

Kibui, A. W., Gachunga, H., & Namusonge, G. S (2014). Role of Talent Management on Employees Retention in Kenya: A Survey of State Corporations in Kenya: Empirical Review. International Journal of Science and Research (IJSR)

Lunenburg, F. C. (2011). Expectancy theory of motivation: motivating by altering expectations. International Journal of management, business, and administration, 15(1), 1-6.

Lyria R.K., Namusonge, G. S., & Karanja, K. (2014) Effect Of Talent Retention On Organisation Performance In Companies Listed In Nairobi Securities Exchange In Kenya. European Journal of Business and Social Sciences 3(1) ,47-58

McKeown, E. (2010). Retention in the Upswing. Training and Development, 22.

Mendez, F. & Stander M. W., (2011). ‘Positive Organization: The Role of Leader Behaviour in Work Engagement and Retention, SA Journal of Industrial Psychology 1(37)

Mhlanga, S., Matope, S., Mugwagwa, L., Phuthi, N., & Moyo, V. S. (2013). Academic staff development strategies in engineering fields of study: case study of Zimbabwe. Proceedings of the 2nd Biennial Conference of the South African Society for Engineering Education.

Mullins, L. J. (2010). Management and Organisational Behaviour, 9.Harlow: Financial Times, Prentice Hall

Ng’ethe, J. M., Iravo, M. E., & Namusonge, G. S. (2012). Determinants of academic staff retention in Public universities in Kenya: Empirical review. International Journal of Humanities and Social Science, 2(13), 205-212.

Oyedele, L. (2010). Sustaining Architects and Engineer’s Motivation in Design Firms: An examination of Critical Success factors.Engineering Construction and Architectural Management, 17(2), 180-196.

Poorhosseinzadeh, M. & Subramaniam, I.D. (2012). ‘Determinants of successful talent management in MNCs in Malaysia’, Journal of Basic Applied Science Research, 2: 12

Ram, P., Bhargavi G. S., & Prabhakar, G. V. (2011). Work Environment, Service Climate, and Customer Satisfaction: Examining Theoretical and Empirical Connections. International Journal of Business and Social Science, 2(20), 121-132.

Rich, B., Lepine, J., & Crawford, E. (2010). Job engagement: Antecedents and effects on job performance. Academy of Management Journal, 53, 617-635.

Saunders, M., Lewis, P., & Thornhill, A. (2009). Research Methods for Business Students, 5.

Sekaran, U. (2003). Research Methods for Business, 4. Hoboken, New Jew: John Wiley & Sons.

Sowmya, K. R., & Panchanatham, N. (2011). Factors influencing job satisfaction of banking sector employees in Chennai, India. Journal of law and conflict Resolution, 3(5), 76-79.

Stello, C. M. (2011). Herzberg’s two-factor theory of job satisfaction: An integrative literature review. Unpublished paper presented at The 2011 Student Research Conference: Exploring Opportunities in Research, Policy, and Practice, University of Minnesota Department of Organizational Leadership, Policy and Development, Minneapolis, MN.

Tan, T. H., & Waheed, A. (2011). Herzberg's motivation-hygiene theory and job satisfaction in the Malaysian retail sector: The mediating effect of love of money.

Tang, Y. T., & Chang, C. H. (2010). Impact of role ambiguity and role conflict on employee creativity. African Journal of Business Management, 4(6), 869-881.

Taormina, R. J., & Gao, J. H. (2013). Maslow and the motivation hierarchy: Measuring satisfaction of the needs. The American journal of psychology, 126(2), 155-177.

Uhl, A., & Gollenia, L. A. (Eds.). (2012). Handbook of Business Transformation Management Methodology:. London, GBR: Ashgate Publishing Ltd.

Waltman, J., Bergom, I., Hollenshead, C., Miller, J., & August, L. (2012). Factors contributing to job satisfaction and dissatisfaction among non-tenure-track faculty. The Journal of Higher Education, 83(3), 411-434.

Wambui, M. B. (2014). Effect Of Human Resource Management Practices On Employees’retention In Institutions Of Higher Learning In Kenya: A Case Study Of Kenyatta University. Strategic Journal of Business & Change Management.

Wininger, S. R., & Norman, A. D. (2010). Assessing Coverage of Maslow's Theory in Educational Psychology Textbooks: A Content Analysis. Teaching Educational Psychology, 6(1), 33-48.

Worlu, R. E., & Chidozie, F. C. (2012). The Validity of Herzberg’s Dual-Factor Theory on Job Satisfaction of Political Marketers. African Research Review, 6(1), 39-50.

Zavei, S. J. A. P., & Jusan, M. M. (2012). Exploring Housing Attributes Selection based on Maslow's Hierarchy of Needs. Procedia-Social and Behavioral Sciences, 42, 311-319.

Zayas-Ortiz, M., Rosario. E., Marquez, E., Gruñeiro, P.C. (2015). Relationship between organizational commitments and organizational citizenship behaviour in a sample of private banking employees, International Journal of Sociology and Social Policy 35 (1/2), 91 – 106


Refbacks

  • There are currently no refbacks.