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Please use this identifier to cite or link to this item: http://hdl.handle.net/123456789/11009

Title: Evaluating the factors that contribute to employee turnover at Toase medical centre
Authors: Adjei, Abigail
Issue Date: 14-Oct-2017
Abstract: As the hospital industry is a service and labour-intensive industry, it is common to suffer turnover rates higher than other sectors. Due to the impacts of employee turnover in the hospital industry there exist a need for management to monitor and measure turnover in order to take remedial action. It is in this view that this research seeks to evaluate the factors that contribute to employee turnover at Toase Medical Centre and how it can be reduced.Data derived from a self-completed questionnaire comprises the major part of this thesis, and this was distributed to employees of Toase Medical Centre. Analysis of survey was done using SPSS while interviews were translated and transcribed manually. From the findings, it was realized that individual factors such as personality and fit between the person and the job, were not likely factors to predict staff turnover among the respondents as they felt they had the right personality and characteristics to be successful in their jobs, and they saw their jobs as a mission. However, retention factors, turnover and motivational factors strongly contribute to employee turnover at Toase Medical Centre. The study revealed adequate compensation, availability of training programs for staff, good working condition, equal utilization and adequate welfare for staff as strategies that could be adopted to reduce employee turnover at Toase Medical Centre. Respondents recommended adequate compensation as the most effective since more than half 53(57.5%) of the respondents chose adequate compensation as the strategy that could be adopted to reduce employee turnover in the hospital.Suggestions were made for addressing factors that could impact on staff turnover and strategies that could be utilised to retain staff. These strategies include; flexible benefits, employee recognition, improved conditions of service, employee orientation and socialization, training and development, climate of participation in decision making, succession plan, promotion and strategic human resource recruitment and retention plan
Description: A thesis submitted to the Department of Managerial Science, Kwame Nkrumah University of Science And Technology in partial fulfillment of the requirements for the degree of MASTER OF BUSINESS ADMINISTRATION (HRM OPTION). 2012
URI: http://hdl.handle.net/123456789/11009
Appears in Collections:College of Arts and Social Sciences

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