The effects of employee transfer on performance in the health sector. A case study of selected Hospitals in the Kumasi Metropolitan Assembly.

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The transfer of health workers in the selected hospitals could have implications on the performance of the employees and consequently on the survival and the recovery of patients in the hospital. Incentive measures, such as salaries, secondary benefits and intangible rewards have traditionally been used to motivate employees to increase performance. Nevertheless, the limited information on the policies, processes and the implications of these intra-sector transfers on the employee performance within the Health Directorate of the Kumasi Metropolis needed to be investigated. Therefore, the purpose of the study was to investigate the impact of employee transfer on performance within three selected hospitals in the Kumasi Metropolis. The study adopted a survey method to collect both qualitative and quantitative data. This was done through the use of interviews, questionnaire and review of relevant secondary data. Some of the key findings of the study were: about 65% of respondents are aware of transfer policies in the Kumasi Health Directorate; there were laid down transfer procedures and processes in Kumasi Health Directorate; employee transfer had both positive and negative effects on employees’ performance; and family and accommodation issues were barriers to successful employee transfer. It is therefore recommended that the Kumasi Regional Health Directorate should sensitise the Human Resource (HR) department of the three hospitals to organise flexible workshops for staff on transfer policies and how these policies are implemented. In addition, it is suggested that, employees should be consulted and prepared by the Human Resource department before they are transferred to another department or hospital. Finally, the HR department should put in measures to share extra workload or extra duties among two or more staffs of related qualification so that the newly transferred employee will not be over burdened.
A thesis submitted to the Department of Managerial Science, Kwame Nkrumah University of Science and Technology in partial fulfilment of the requirements for the degree of MASTER OF BUSINESS ADMINISTRATION (HRM OPTION). 2012