Impact of employee retention strategies on employee performance in some selected Private Universities in the Kumasi Metropolis
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Date
2013-07-03
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Abstract
The importance of adequate expertise on the part of private universities in Ghana in managing
their employee retention strategies cannot be overemphasized. This study therefore investigates
the impact of employee retention strategies on employee performance in some selected private
universities in the Kumasi Metropolis. The study identified some of the employee retention
strategies to include career training, growth and development opportunities, employee
recognition, compensation reward and systems, management-employee relationships, as well as
work-life balance programmes. The study was conducted using both qualitative and quantitative
methods. Structured questionnaire and interview were distributed to respondents, the results of
which were presented and analyzed with the aid of SPSS version 16.0 software programme. The
findings depicted that some selected private universities in the Kumasi Metropolis were
relatively in good position with regards to such retention strategies as competitive compensation
and reward systems, career training, growth and development opportunities, management-employee relationship as well as employee recognition. However, some areas such as effective
communication, job security, and work-life balance programmes need urgent attention. The
study also found out that there was a positive relationship between employee retention strategies
and employee performance. This result is consistent with findings of earlier researches. It
would therefore be imperative on the part of private universities in Ghana to formulate and
implement effective employee retention strategies that would increasingly motivate and retain
their employees. This would help to unleash employees’ maximum contribution and commitment
in the attainment of organizational as well as individual goals and objectives.
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
(HUMAN RESOURCE MANAGEMENT OPTION), 2013.