Thesis PlanB (M.S.)--University of Wisconsin--Stout, 2009. / Includes bibliographical references.

Thesis (Ph. D.)--College of Saint Mary -- Omaha, 2008. / Presented to the faculty of College of Saint Mary in partial fulfillment of requirements for the degree of Doctor of Education. Under the supervision of Peggy Hawkins. Includes bibliographical references.

Thesis (Ph. D.)--College of Saint Mary -- Omaha, 2008. / Includes bibliographical references.

Thesis (Ph. D.)--University of Rochester, 2007. / Includes vita and abstract. Digitized version available online via the Sibley Music Library, Eastman School of Music http://hdl.handle.net/1802/5629

Title from PDF of title page (University of Missouri--Columbia, viewed on Feb 15, 2010). The entire thesis text is included in the research.pdf file; the official abstract appears in the short.pdf file; a non-technical public abstract appears in the public.pdf file. Dissertation advisor: Dr. Barbara N. Martin. Vita. Includes bibliographical references.

Thesis (Ph. D.)--Virginia Commonwealth University, 2009. / Prepared for: School of Education. Bibliography: leaves 215 - 224. Also available online via the Internet.

Thesis, PlanA (M.S.)--University of Wisconsin--Stout, 2004. / Includes bibliographical references.

The recruitment and retention of personnel plays an important role in assisting organisations to adapt and remain competitive, thus ensuring their financial sustainability and becoming a leader in the market. It is also a crucial element in assisting organisations in reaching their long and short term goals. The employment and retention of highly skilled employees is a costly exercise and staff turnover impacts negatively, not only on a financial level but also on the organisation as a whole. The immediate implementation of specific strategies that ensures the recruitment and retention of these employees will guarantee a reduction in employee turnover thus ensuring organisational competitiveness. The purpose of this study was to investigate the organisational factors impacting on employee retention at Transnet Freight Rail (TFR). The population group for the study included 34 TFR employees from the G graded salary scale. The response rate for the questionnaire was 100% with the Likert scale instrument consisting of 27 questions divided into two sections: Section one explored the demographic profile of the respondents; Section two focused on getting responses on the five organisational factors impacting on employee retention namely: organisational association; monetary compensation; work satisfaction; work enrichment; career development. The following research design was adopted: Step 1: A literature review was conducted to determine the various organisational factors impacting on employee retention. Step 2: From the literature review the researcher structured the research questionnaire. Step 3: The results of the survey were analysed and interpreted. Step 4: Conclusions and recommendations were done.

The South African Revenue Services (SARS) is an amalgamation of the former Departments of Customs and Excise, and the Receiver of Revenue. SARS obtained full autonomy from the Government in October 1997 in order for it to administer its own affairs. SARS has since made great strides in transforming its people and technology, although some growing pains are recently being experienced, i.e. the “retention question”. The problem statement, “What strategies can be implemented for retaining skilled employees within SARS Customs” is derived from a multitude of problematic issues currently being experienced world wide. Problem areas particular to South Africa, include: the mass exodus of white skilled labour; baby-boomers (aged 60 – 65) nearing retirement, affirmative action, employment equity, and a general lack of skills in the employment industry. An employee engagement survey (2007) conducted at SARS, shows figures that further exacerbates the problem. The objectives of the research were therefore, to conduct a literature study of employee retention strategies, investigate the research strategies currently being employed at SARS, the reasons for the low levels of employee engagement and to develop a strategic model for employee retention for use at SARS Customs in the Eastern Cape Region of South Africa The study takes the form of a case study, using quantitative and qualitative methods of research. A questionnaire was distributed to respondents, the results of which were analysed and presented. The findings show that SARS Customs is in a good position with regards to pay and benefits. Areas that require attention though are training, development and career management, effective supervision, and day-to-day activities.

South Africa has a very low supply of adequately skilled and experience Black Professionals and as a result South African companies find themselves competing for the limited resources that are available. Since the government introduced Affirmative Action and Employment Equity Acts which resulted to an increase in the demand for these professionals, this low supply has lead to increased salaries for these professionals. What has compounded the problem is the staff turnover problem that these organisations are facing. The literature shows that 65% of black professionals leave organisations within three years when it takes five years to recover all the costs of getting that person into the organization. The objective of this research is to uncover the reasons why these professionals change jobs at the rate that they are. It was decided that the best research method to use for this exercise is an exploratory study. Depth interviews were conducted by the researcher and the respondents were chosen through a snow-balling technique where the initial respondents were chosen through a judgmental technique. The following are the top five factors that came out of this exercise which, according to the respondents, push them out of the organisation, these have been listed in order of importance: Career Aspirations and Lack of Mentorship Programmes, Treatment and Respect, Salaries, Affirmative Action and Undermining of Black Skills. The details are discussed in the report. / Dissertation (MBA)--University of Pretoria, 2010. / Gordon Institute of Business Science (GIBS) / unrestricted