Relevant bibliographies by topics / Employee retention – Namibia – Case studies

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  2. Dissertations / Theses
  3. Books

Academic literature on the topic 'Employee retention – Namibia – Case studies'

Author: Grafiati
Published: 4 June 2021
Last updated: 4 February 2022

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Journal articles on the topic "Employee retention – Namibia – Case studies"

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Zainee, Intan Azurin, and Fadilah Puteh. "Corporate social responsibility impact on talent retention among Generation Y." Revista de Gestão 27, no. 4 (2020): 369–92. http://dx.doi.org/10.1108/rege-06-2019-0070.

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PurposeAs the new emerging workforce, Generation Y (Gen Y) is said to be demanding, influential and possessing strong bargaining power. This study examines the impact of corporate social responsibility (CSR) on employee retention among Gen Y in the accounting profession. CSR is widely researched subject due to its applicability in multidisciplinary fields and industries. This research intends to investigate the nexus between CSR and human capital disciplines. It employs Carroll's pyramid of CSR as the main theoretical framework to establish its relationship with talent retention among Gen Y em
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Green, Wendy M. "Employee resource groups as learning communities." Equality, Diversity and Inclusion: An International Journal 37, no. 7 (2018): 634–48. http://dx.doi.org/10.1108/edi-11-2016-0085.

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Purpose The purpose of this paper is to explore the role of employee resource groups (ERGs) in a multi-national, for-profit corporation. The paper focuses on how ERGs facilitate learning. Design/methodology/approach A qualitative case study approach was used to examine six social identity based ERGs in one multi-national for-profit organization headquartered in the USA. Findings The study found that ERGs facilitate learning and development activities in order to support their membership. ERGs, operating as communities of practice, also engaged in informal learning opportunities that were desig
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Teng, Mingfei, Hengshu Zhu, Chuanren Liu, Chen Zhu, and Hui Xiong. "Exploiting the Contagious Effect for Employee Turnover Prediction." Proceedings of the AAAI Conference on Artificial Intelligence 33 (July 17, 2019): 1166–73. http://dx.doi.org/10.1609/aaai.v33i01.33011166.

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Talent turnover often costs a large amount of business time, money and performance. Therefore, employee turnover prediction is critical for proactive talent management. Existing approaches on turnover prediction are mainly based on profiling of employees and their working environments, while the important contagious effect of employee turnovers has been largely ignored. To this end, in this paper, we propose a contagious effect heterogeneous neural network (CEHNN) for turnover prediction by integrating the employee profiles, the environmental factors, and more importantly, the influence of tur
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Pritchard, Kate. "Using employee surveys to attract and retain the best talent." Strategic HR Review 13, no. 2 (2014): 59–62. http://dx.doi.org/10.1108/shr-10-2013-0100.

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Purpose – This feature seeks to demonstrate the importance of organizations understanding how they are perceived externally as an employer, and how regularly tracking the opinions of staff can ensure the best talent are engaged and stay with an organization. Design/methodology/approach – ORC International is an expert in employee engagement research. This article incorporates findings from its global HR survey “HR Reflections”, and includes two case studies that demonstrate how regular tracking and deep analysis of staff opinions can help organizations to boost their employer brand and retain
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Laundon, Melinda, Abby Cathcart, and Paula McDonald. "Just benefits? Employee benefits and organisational justice." Employee Relations: The International Journal 41, no. 4 (2019): 708–23. http://dx.doi.org/10.1108/er-11-2017-0285.

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Purpose Employee reward is central to contemporary debates about work and employment relations; and in the context of ongoing wage stagnation, benefits represent a growing proportion of total reward value. Past studies have shown that when employees perceive benefits as unfair, this has a negative impact on engagement, performance and retention. Yet no previous studies have explored the components of a benefits system that influence employees’ fairness concerns. Using organisational justice as a theoretical lens, the purpose of this paper is to examine how dimensions of an employee benefits sy
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Isack, Hilma Dhiginina, Michael Mutingi, Hileni Kandjeke, Abhishek Vashishth, and Ayon Chakraborty. "Exploring the adoption of Lean principles in medical laboratory industry." International Journal of Lean Six Sigma 9, no. 1 (2018): 133–55. http://dx.doi.org/10.1108/ijlss-02-2017-0017.

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Purpose As the demand for efficiency and quality in the health-care industry has increased over the past few years, adoption of Lean principles and tools in the medical laboratory industry has become increasingly crucial. The purpose of this study is to explore the level of adoption, barriers and enablers of Lean principles and tools in the Namibian medical laboratory industry. Design/methodology/approach A descriptive cross-sectional study was carried out to examine the level of usage, barriers and enablers, impact of Lean tools and to suggest appropriate strategies for adopting Lean in the N
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Harrisr, Lynette, and Carley Foster. "Aligning talent management with approaches to equality and diversity." Equality, Diversity and Inclusion: An International Journal 29, no. 5 (2010): 422–35. http://dx.doi.org/10.1108/02610151011052753.

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PurposeThe purpose of this paper is to examine the implementation of talent management interventions in UK public sector organisations.Design/methodology/approachThis paper draws upon the findings of a qualitative study of talent management in two UK public sector case study organisations.FindingsImplementing talent management was found to present particular tensions for public sector managers, particularly in terms of its alignment with well‐embedded diversity and equality policies and their own perceptions of fair treatment in the workplace. Despite an acknowledgement that the sector needs t
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Gope, Sharmila, Gianluca Elia, and Giuseppina Passiante. "The effect of HRM practices on knowledge management capacity: a comparative study in Indian IT industry." Journal of Knowledge Management 22, no. 3 (2018): 649–77. http://dx.doi.org/10.1108/jkm-10-2017-0453.

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Purpose Successful businesses demand high-performing human resource management practices (HRMP) and effective knowledge management capacity (KMC) to enhance the overall organizational performance. Rapid growth of both local and multinational companies operating in knowledge-intensive industries has increased the global competition in the labor market, also for the developing economies. Therefore, attracting valuable human capital, retaining talents and managing effectively knowledge to deliver on the latest technologies and innovative solutions and services are the biggest challenges in the mo
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Sumbal, Muhammad Saleem, Eric Tsui, Susanne Durst, Muhammad Shujahat, Irfan Irfan, and Syed Muhammad Ali. "A framework to retain the knowledge of departing knowledge workers in the manufacturing industry." VINE Journal of Information and Knowledge Management Systems 50, no. 4 (2020): 631–51. http://dx.doi.org/10.1108/vjikms-06-2019-0086.

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Purpose The purpose of this study is to develop a conceptual framework on knowledge loss in a manufacturing sector based on three aspects: likelihood of knowledge loss, critical areas of knowledge loss and relevance of each of these knowledge areas in terms of utilization and alignment with organizational goals and strategy. Such a conceptual framework can be helpful to the practicing managers in understanding the types of knowledge that is lost of a given departing employee and thus deciding on a measure to retain the critical employees or capture their knowledge before they leave. Design/met
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Weyman, Andrew K., Deborah Roy, and Peter Nolan. "One-way pendulum?" International Journal of Workplace Health Management 13, no. 1 (2019): 45–60. http://dx.doi.org/10.1108/ijwhm-06-2019-0084.

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Purpose Staff shortage in the UK National Health Service has a long history, but is widely predicted to become acute over the next decade. Falling enrolment rates in health professional training and restrictions to migrant labour recruitment have brought the, traditionally neglected, issue of staff retention into sharp relief. The purpose of this paper is to represent the first large scale systematic appraisal of the relative salience of recognised headline drivers of employee exodus from the NHS. Design/methodology/approach The data were collected from an opportunity sample of 1,594 health pr
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Dissertations / Theses on the topic "Employee retention – Namibia – Case studies"

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Teek, Pia Mbemurukira. "An analysis into the implementation of Broad Based Black Economic Empowerment (BBBEE) in Namibia : selected case studies." Thesis, Stellenbosch : University of Stellenbosch, 2009. http://hdl.handle.net/10019.1/4067.

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Thesis (MPA (Public Management and Planning))--University of Stellenbosch, 2009.<br>ENGLISCH ABSTRACT: Black Economic Empowerment (BEE) in Namibia is viewed as an essential poverty reduction strategy in the fight against black disempowerment. However, the concept and practice of BEE in Namibia, prevails in the absence of a national BEE policy. Nonetheless, the government has encouraged the public and private sector to develop their own empowerment initiatives, in accordance with the draft BEE guidelines. The practice of BEE in Namibia has become controversial amongst the presently disad
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Naanda, Raimo Ndapewa. "The integration of identified employability skills into the Namibian vocational education and training curriculum." Thesis, Stellenbosch : University of Stellenbosch, 2010. http://hdl.handle.net/10019.1/5357.

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Bibliography<br>Thesis (PhD (Curriculum Studies))--University of Stellenbosch, 2010.<br>ENGLISH ABSTRACT: Since the advent of the 21st century the world has been experiencing rapid changes in knowledge, technology and information. These changes pose challenges to the providers of education and training in general and vocational education and training in particular. The impact of technological advancement and the nature of organisational changes in the workplace demand skills of an increasingly higher level – particularly skills in the areas of information technology, problem solving and c
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Kaizemi, Sencia. "Challenges of recruitment and retention of skilled employees in a Namibian bank." Diss., 2017. http://hdl.handle.net/10500/23153.

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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 st
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Moeketsi, Maganyane Mittah. "Retention of employees in the institutions of higher learning with special reference to the central university of Technology : Free State." Diss., 2013. http://hdl.handle.net/10500/13861.

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The research investigates the retention of employees in the institutions of higher learning and the focus is placed on the Central University of Technology: Free State (CUT). The research is undertaken because the employees at the Central University of Technology: Free State, are resigning from their positions and join rival institutions and other organisations. This creates a problem on part of students, fellow employees and management. There is therefore, a need to find reasons behind these mass resignations of employees and also to look at the retention strategies that can be employed to ke
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Shilongo, Sylvia Liileimo. "Housing allowances for government employees in the Namibian public service : a case study of Khomas region." Diss., 2015. http://hdl.handle.net/10500/21146.

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The inadequate housing allowance, rental allowance, taxable subsidies and housing shortages in developing countries are some of the challenges of the 21st century. Namibia is no exception. The study is aimed at figuring out whether government actions and interventions are meant to address homelessness challenges for low-income households. Furthermore, the research problem is broadened to gain insight on the effects from four countries’ housing policies as covered in the study; namely Namibia, Botswana, Nigeria and South Africa. The literature review undertaken proved that Botswana and South A
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Deas, Alida Jacoda. "Constructing a psychological retention profile for diverse generational groups in the higher education environment." Thesis, 2017. http://hdl.handle.net/10500/23304.

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This study focused on constructing a psychological retention profile by investigating the relationship between an individual’s psychological career-related attributes (psychological contract and psychosocial career preoccupations), biographical variables (generational cohorts, gender, race, marital status, job level and employment status) and retention factors (compensation, job characteristics, training and development, supervisor support, career opportunities, work/life balance and commitment) in order to inform retention management practices for diverse groups of employees in the context of
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Marais, Marie-Henriette. "Retention and engagement of generation Y engineers : a hermeneutic phenomenological inquiry." Diss., 2014. http://hdl.handle.net/10500/13386.

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The purpose of this study was to explore how Generation Y engineers in South Africa experience their work and based on this to determine how companies should be orientated toward their retention and engagement. I followed a qualitative research approach informed by the hermeneutic phenomenological paradigm, making use of a case study approach and in-depth unstructured interviews with six Generation Y engineers. My findings showed that even though retention cannot be ensured, hygiene retention factors are needed for initial retention and task and work-setup engagement for prolonged retention. P
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Takawira, Ndayiziveyi. "Job embeddedness, work engagement and turnover intention of staff in a higher education institution." Diss., 2013. http://hdl.handle.net/10500/9371.

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The objective of this study was: (1) to determine the relationship between job embeddedness (measured by the Job Embeddedness Scale), work engagement (measured by the Utrecht Work Engagement Scale), and turnover intention (measured by the Turnover Intention Scale); and (2) to determine whether employees from different groups, namely age, race, gender, marital status and tenure differ significantly in their levels of job embeddedness, work engagement and turnover intention. A quantitative survey was conducted on a non-probability purposive sample (N = 153) of staff in a higher education i
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Mbukusa, Nchindo Richardson. "Barriers to remote rural students access of distance education support services offered by the Centre for External Studies at the University of Namibia." Thesis, 2009. http://hdl.handle.net/10500/3465.

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This research studies and documents the barriers to remote rural students' access of distance education support services offered by the centre for external studies at the University of Namibia The intent of the researcher is to investigate the question: What barriers do remote rural students face when accessing student support services offered by the CES-UNAM? The purpose of the study is to promote the growth of open and distance learning in the area of student support for students in the remote areas of Caprivi and Kavango regions in Namibia. The aim of the research is to provide eviden
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Smith, Mary Eileen. "Fostering psychological safety through facework: the importance of the effective delivery of performance feedback." Thesis, 2006. http://hdl.handle.net/2152/2964.

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Books on the topic "Employee retention – Namibia – Case studies"

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Frederic, Jacobs, and Drizin Marc, eds. Workforce engagement: Strategies to attract, motivate & retain talent : data, concepts, case studies. 2nd ed. WorldatWork.Press, 2009.

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Haski-Leventhal, Debbie. Li-heyot o la-ḥadol: Hatmadah u-nesshirah be-ḳerev mitnadvot ḥeḳer mikreh ba-merkaz le-nifgeʻot teḳifah minit bi-Yerushalayim. ha-Universiṭah ha-ʻIvrit bi-Yerushalayim, 2005.

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Gwavuya, Frank. High staff turnover in the Zimbabwe Republic Police: A case study. Southern Bureau of Strategic Studies Trust, 2009.

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Andy, Pellant, ed. The essential guide to managing talent: How top companies recruit, train, and retain the best. Kogan Page, 2006.

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Martel, Leon. High Performers: How the Best Companies Find and Keep Them. Wiley & Sons, Incorporated, John, 2008.

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High Performers: How the Best Companies Find and Keep Them (The Jossey-Bass Business & Management Series). Jossey-Bass, 2002.

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Practices, Best. Developing High-Performance Teams (Best Practices Benchmarking Report). Best Practice Publications, LLC, 2000.

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Pulliam, Phillips Patricia, ed. Measuring ROI in the public sector: Ten case studies from the real world of training. ASTD, 2002.

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Pulliam, Patricia. In Action: Measuring Intellectual Capital (In Action Case Study Series). ASTD, 2002.

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Pulliam, Patricia. In Action: Retaining Your Best Employees (In Action Case Study Series). ASTD, 2002.

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