An Investigation into the Effectiveness of Skills Retention Strategies in Curbing Staff Turnover : A Case of a Health Care Organisation in Zimbabwe

Abstract

The study investigated the effectiveness of skills retention in curbing staff turnover using a case study of an Insurance Health Company in Harare. The research was prompted by high labour turnover in the insurance sector in Zimbabwe. The major objectives of the study were to determine the effects of training and professional development on skills retention; identify the impact of rewards system on employee retention and analyzes the association between job satisfaction and retaining employees. The study adopted a quantitative approach in order to gain much information from a large sample of 169 in size drawn using stratified random sampling. A questionnaire was used as the research instrument in which it consisted of six (6) sections covering the effect of professional development and training on employee retention, the impact of rewards system on skills retention, the association between job satisfaction and employee retention and the effect of the work environment on retaining employees.The study concluded that Health Company employees regarded training and development programs to be at the core of organizational activities and employee success. The findings also established that management was appropriately recognizing efforts and results of all the employees through various monetary and non monetary rewards. The research results showed a paramount importance of job satisfaction as the driver and catalyst for employee retention in the organization. The Pearson correlation analysis and regression analysis revealed that there is a high association between the implementation of effective skills retention strategies and curbing staff turnover for the organisation. In particular, management can look for congruence between the individual’s values and goals with those of the organisation to avoid employee turnover. Additionally, the organization should take into consideration factors such as promotion, salaries, working conditions and the nature of work in order to reduce employee turnover.