Academic literature on the topic 'Employee retention – Namibia'

Purpose: Employee turnover presents arguably the biggest threat to business sustainability and is a dynamic challenge faced by businesses globally. In South Africa, organisations compete to attract and retain skilled employees in an environment characterised by a burgeoning skills deficit. Turnover risk management is becoming an important strategy to ensure organisational stability and promote the effective retention of employees. The purpose of this research was to contribute to the practice of turnover risk management by proposing an approach and constructing a model to predict employee turnover based on demographic characteristics readily available in a human resource information system.Design: An exploratory research design was employed. Secondary quantitative data were extracted from an existing human resources database and analysed. Data obtained for 2592 employees in a general insurance company based in South Africa and Namibia formed the basis for the analysis. Logistic regression analysis was employed to predict employee turnover using various demographic characteristics available within the database. A likelihood ratio test was used to build a predictive model and the Akaike information criterion and Schwarz criterion were used to test how much value each variable added to the model and if its inclusion was warranted. The model was tested by conducting statistical tests of the significance of the coefficients. Deviance and Pearson goodness-of-fit statistics as well as the R-square test of significance were used. The overall goodness-of-fit of the model was also tested using the Hosmer and Lemeshow goodness-of-fit test.Findings: The current findings provide partial support for a predictive model explaining employee turnover. The model tested 14 demographic variables and the following five variables were found to have statistically significant predictive value: age, years of service, cost centre, performance score and the interaction between number of dependants and years of service. It is proposed that these five demographic variables be used as a model to help identify employees at risk of turnover or termed as flight risks.Practical implications: Gaining an understanding of the factors that influence employee voluntary turnover can be instrumental in sustaining workforce stability. The proposed model could help human resources professionals identify employees at risk of turnover using data that are readily available to them. This will further enable the use of targeted interventions to prevent turnover before it happens. Decreased levels of turnover will result in cost saving, enhanced talent management and greater competitive advantage.

Purpose This study explores some of the key push and pull factors to consider in talent development and retention of competent employees by businesses operating in Namibia. Design/methodology/approach The participants in this study comprised of randomly selected white-collar employees in Namibia. The study adopted a qualitative research approach, utilizing online focus groups to gain insights related to white-collar labor turnover and retention. Thematic content analysis was employed during the data reduction process. Findings The findings revealed specific push and pull factors for consideration in developing talent retention strategies in contemporary business organizations. Originality/value Most of the extant literature on white-collar retention and labor turnover is based on Western contexts. The findings of this study contribute to the available literature by providing a perspective from the developing world, specifically, Namibia.

Thesis (MTech (Human Resource Management))--Cape Peninsula University of Technology, 2011
In order for any organisation to achieve its goals, a committed workforce is essential. It has, however, become a great challenge for organisations to attract and retain employees as the power of success has shifted from organisations to employees. The organisation that is committed to attraction and retention of staff is likely to gain a competitive advantage, as staff members are satisfied and give optimum production levels. The purpose of the study was to determine and investigate factors that affect attraction and retention of staff at NIP in order to suggest possible interventions that could be employed to attract and retain staff in future. In order to obtain desired results, the researcher used a mixed-method approach. Questionnaires were distributed to all non-management NIP employees and semi-structured interviews were conducted with four (4) purposively selected NIP managers. Statistical analysis was used to analyse data, which was obtained by means of questionnaires, and content analysis was used for data that was obtained by means of semi-structured interviews. The study revealed that NIP staff members are dissatisfied with the company policies and practices, as the company does not always pay effective attention to them. Some of them indicated that they only worked as a means of survival; because of passion for their jobs; to save lives; and owing to the scarcity of jobs, since the industry is small. It is, therefore, necessary to pay attention to factors that this study has produced as obstacles in the way of NIP to employ an effective recruitment and retention strategy for its employees.

The purpose of this study was to explore and describe the challenges that a Namibian bank faced in recruiting and retaining skilled employees. The study adopted a qualitative research approach and the data were collected through face-to-face interviews with 20 participants from the Namibian bank. The researcher used the Five-Phased Data Analysis Cycle as described by Yin (2011) to analyse the data. Ensuring trustworthiness, the researcher used Guba's Model of Trustworthiness as cited by Krefting (1990). The major findings of the study were the shortcomings in the Namibian bank remuneration structure, lack of training and no employee recognition. The recommendations of the study are that the Namibian bank needs to implement training and development for its employees, review its remuneration structure and demonstrate appreciation of staff by showing recognition, better salaries and incentives.
Business Management
M.Com. (Business Management)

The purpose of this study was to investigate the retention of employees in the Department of Transport in the Ministry of Works and Transport. The research was undertaken because employees in the Department of Transport are resigning rapidly, creating a high vacancy rate in the department. There is thus a need to investigate the reason/s why employees are leaving the institution so that strategies can be implemented to mitigate the high number of resignations. In order to obtain the desired results, the research project used both qualitative and quantitative research methods. The study revealed that the Department of Transport has no guidelines on retention of employees and this has negatively affected the department, particularly its failure to retain employees with specialised skills that are highly sought in the labour market. Another shortcoming of the Department of Transport is the failure to offer performance-related incentives and market-related remuneration. In the absence of these benefits, employees opt to resign and seek better remuneration packages elsewhere. It is therefore proposed that the department should review its efforts to retain employees, including the formulation of retention guidelines and reviewing the remuneration of employees.
Public Administration
M.P.A.

The purpose of this study was to examine the extent to which human resources capacity of the Ministry of Health and Social Services (MoHSS), Namibia, influences health care services delivery to the Namibian population. A qualitative research model using exploratory and descriptive study designs was adopted. Data were collected through semi-structured interviews with 46 health workers from two referral hospitals and two directorates in Windhoek District. The study found that there is severe staff shortage in the MoHSS, which has resulted in high workload and poor health care. Health worker migration, new services and programmes, emerging diseases, and population growth were reported to have contributed to staff shortage and high workload in the MoHSS. Study findings suggested a need to create more posts to accommodate emerging needs, and to introduce an effective retention strategy to attract and retain health professionals with scarce skills, and those working under difficult conditions.
Public Administration & Management
M. Tech. (Public Management)