MPM / Oliver Tambo Institute of Governance and Policy Studies

M. Tech. Business Administration / The aim of this research is to investigate the effectiveness of South African National Defence Force retention of skilled employees scheme. It looks at the service conditions, pay and benefits. It also looks at working conditions, training, development and career management of soldiers.

There is a generally accepted view that organisations that perform well in any industry are able to do so because of their ability to attract, recruit and retain a workforce of high calibre. This research report has been necessitated by the impact of factors affecting talent management at higher education institutions. In this study, two variables are under scrutiny, i.e. organisational image and talent management. A quantitative research methodology was utilised to test the effect of organisational image on talent management using responses from 252 respondents to a self-administered electronic survey questionnaire. The research instrument was composed of four major sub-scales, i.e. Personal View, Job satisfaction and Career Path, General Image and Opportunities and Rewards. Statistical data analysis reveals that respondents differ on what they perceive to be important factors on talent management and their response is affected by matters relating to organisational image. Data was stratified and compared amongst different groups, i.e. gender, race, staff category, academic title, Peromnes grade, years of lecturing experience in this institution and total years of lecturing, Faculty and College/Division. These variables in personal/biographical data were examined in relation to how respondents responded in each of the four sub-scales. Whilst personal view and opportunities and rewards aspect of talent management matter, they do not take precedence on matters relating to general image and job satisfaction and career path. / Thesis (MBA)-University of KwaZulu-Natal, Durban, 2012.

The aim of this study is to evaluate the implementation of the succession policy and staff retention strategy of the Joe Gqabi District Municipality (JGDM) in the Eastern Cape. Retention and succession are located within a broader understanding of administration and management, and specifically within the New Public Management theory. A qualitative research methodology was used. Semi-structured interviews were primary means of data collection, supplemented by documentary analysis. A non-probability, stratified sample of 12 senior managers, middle managers, supervisors and professionals employed by the district municipality constituted the target group. The findings reveal that both the succession policy and the staff retention strategy were hampered by severe implementation weaknesses, resulting in failure to stem the high rate of turnover and vacancies at the municipality. The study recommends a series of measures to enhance future implementation success.These include, amongst others, implementation action plans with clear deliverables andtimeframes, monitoring and evaluation; employee participation; linking execution to individual performance; and proactively addressing issues of staff satisfaction.

Ongoing instability in the nursing workforce is raising questions globally about the issue of nurse turnover. It is against this background that this research examines the impact of learning, advancement and quality of work-life on turnover intentions among nurses in selected hospitals from Eastern Cape. Little research has been conducted to investigate the impact of the above mentioned subjects on turnover intentions among nurses in the South African health sector. Research questions as well as hypotheses were formulated as the means to gain data on the subject. The research employed a quantitative design with a sample size of 160 nurses and 159 were returned. The data analysis consisted of both descriptive and inferential statistics. The main findings of the study showed a positive relationship among job satisfaction, work-life rewards, learning and advancement opportunities and job satisfaction. However, there were negative relationships between job satisfaction and turnover intentions; work-life rewards and turnover intentions; and also among learning, career advancement and turnover intentions. Finally, suggestions were made to the top management in the Health sector to come up with strategies and mechanisms that improve nurses’ quality of work-life and offering them training and advancement opportunities through organisational change programs.

Ongoing instability in the nursing workforce is raising questions globally about the issue of nurse turnover. It is against this background that this research examines the impact of learning, advancement and quality of work-life on turnover intentions among nurses in selected hospitals from Eastern Cape. Little research has been conducted to investigate the impact of the above mentioned subjects on turnover intentions among nurses in the South African health sector. Research questions as well as hypotheses were formulated as the means to gain data on the subject. The research employed a quantitative design with a sample size of 160 nurses and 159 were returned. The data analysis consisted of both descriptive and inferential statistics. The main findings of the study showed a positive relationship among job satisfaction, work-life rewards, learning and advancement opportunities and job satisfaction. However, there were negative relationships between job satisfaction and turnover intentions; work-life rewards and turnover intentions; and also among learning, career advancement and turnover intentions. Finally, suggestions were made to the top management in the Health sector to come up with strategies and mechanisms that improve nurses’ quality of work-life and offering them training and advancement opportunities through organisational change programs.

To be competitive, organisations need to ensure that all their resources are functioning at optimal level. The most important of these resources being its employees. This is because their commitment can guarantee the attainment of organisational goals. Commitment can be attained by an organisation through the payment of internally and externally competitive remuneration and reward packages, that communicate the value of the employees to the organisation. Remuneration and reward strategies are a critical tool for organisations, as they can motivate, attract and retain high performing employees. The theories of motivation, such as, the equity theory, state that employees compare their compensation with that of others and that if they perceive inequity, can be de-motivated or leave an organisation. Therefore, it is imperative for an organisation to ensure that its remuneration and reward strategy is aligned with its business strategy, to ensure clear communication of goals. In order to prevent labour turnover and to ensure commitment and retention, the employer needs to offer total rewards, which include base pay, benefits, variable performance pay, recognition and an enabling work environment. These can be effective as they meet all employee needs as in Maslow‟s hierarchy of needs and ensure the satisfaction of the organisation‟s need for goal attainment. To gain more insight, an empirical study was conducted at the Nelson Mandela Metropolitan University. The results of the survey indicated that the NMMU‟s remuneration and reward strategy contained certain elements of the total rewards strategy. These are variable pay in the form of a service bonus and benefits plus based pay. This strategy seems to be ineffective to motivate and retain employees due to lack of clear communication and recognition. To motivate and retain its employees, the NMMU should improve its communication and engage employees and unions in defining remuneration and reward strategies through collaboration.

The harsh realities currently facing public hospitals such as budget cuts, understaffing and poor working conditions, have resulted in nurses experiencing low morale and finding it increasingly difficult to stay in the public health sector. The obvious targeting of South African nurses by recruitment agencies with job offers to work overseas is causing a massive skills’ drain that the country cannot afford. The situation is further compounded by the fact that the government is freezing posts of those nurses who have resigned. Consequently, nurses who are currently working in these hospitals have to cope with unreasonable workloads. Public hospitals are nowadays faced with the challenge of delivering quality health care within the constraints of gross staff shortages, and an increasingly competitive global health environment. The main objective of this study was to identify strategies that can be implemented by hospitals in order to reduce turnover, thereby enhancing retention of staff. Interviews were conducted with the matrons-in-charge of the hospitals under study to investigate strategies that are in place to improve retention. Secondary data regarding staff turnover in the hospitals under study was collected and analysed. It emerged that there are no concrete strategies in place to lower turnover. Hospitals are indeed experiencing staff turnover and posts that were vacated by those nurses that have resigned are frozen. The literature survey revealed three strategies that can be utilised to retain employees, namely, motivation strategies, effective leadership strategies and human resources strategies. Based on various literature reviews, it was concluded that the three strategies are interrelated. The empirical survey was conducted at the three selected hospitals, to determine the extent to which the retention strategies identified in the literature survey are being utilised. All three are invariably used in the hospitals. It is evident that the leadership behaviour in these hospitals affects the level of motivation of employees. The extent to which some of the human resources strategies are utilised invariably leads to low morale and dissatisfaction among employees. Lastly, research findings were assessed with the aim of drawing conclusions so that appropriate recommendations could be made. Recommendations focused on the retention strategies that can be implemented to boost morale of employees and enhance retention.

South Africa has been brain drained of nurses and doctors and the Eastern Cape as a Province within South Africa is not an exception. Its rural nature has caused many nurses and doctors loose interest of serving in its facilities. This study sought to describe factors that can influence retention especially of nurses in the rural health facilities of the Eastern Cape Province and develop recommendations for nurse managers on how to retain nurses in rural areas. The major inferences drawn from this study is that nurses are dissatisfied with lack of promotional opportunities, lack of professional support, facing drastic responsibilities but with less income, tremendous workloads, emotional demands and unrealistic salary package. The researcher believes that the nurse managers have a crucial role to play in ensuring nurse retention and the recommendations drawn from this study can contribute in improving the work environment. / Health Studies / M.A. (Health Studies)

Submitted in fulfillment of the requirements of the Degree of Masters of Technology: Public Management, Durban University of Technology, 2013. / Poor quality of work life is a challenge in higher education institutions (HEIs) and it impact negatively on performance, attraction and retention of quality staff. The purpose of the research was to report on the factors that impact on the quality of work life of employees at the University “A”. The findings from this investigation will assist employees and management alike to understand factors that can improve performance and assist University “A” to be an employer of choice to attract, develop and retain suitably qualified employees. The rationale for the study was to investigate and obtain a better understanding of the quality of work life status in University “A”. Higher education institutions face a serious challenge of retaining adequately qualified and competent staff due to regular resignation and termination of employment contracts of employees. This has resulted in a steady backlog of vacant positions and which has a detrimental effect on the quality of teaching and learning. The deficit of staff leads to increased teaching workloads and consequently impacts negatively on the quality of service being offered including teaching and learning. This study is grounded in both quantitative and qualitative research traditions whereby a survey was conducted in the form of a structured questionnaire and in depth-interviews to university employees. The structured questionnaire was analysed using Statistical Packages for Social Scientists version 12 generating the reliability coefficient Alpha of 0.898 indicating the high degree of acceptance and consistent of the results. This study used the probability stratified random sampling whereby 160 structured questionnaires were distributed to both academic and non-academic employees with 142 returned successfully generating the response percentage of 89%. The findings of this research suggested that career advancement was one of the main reasons that were identified to lead to poor quality of work life. Furthermore, another primary concern was job insecurity, employees felt that their jobs are not reliable and secure. It was also noted in the research outcomes that a high proportion of the respondents were generally not well. The study findings suggest that respondents were not involved in decisions that affect them in their area of work and they feel that they are not given a lot of freedom to decide how to do their jobs. The research results indicated that the increase percentage of the respondents disagreed that their employer provides adequate facilities and flexibility for employees to adjust their work with their family time. It was evident from the responses that even though some policies exist, employees were unaware of their application and also the absence of performance management systems. Another prominent finding from the study was that employee expressed that their health and safety of their working conditions should be improved. The findings and results will assist management and employees alike in the practical implementation of quality of work life programmes with the aim of improving the retention of current employees and attracting potential employees. This study will contribute to the body of knowledge as published studies on the quality of work life is scant in higher education institutions. There is minimal research that has been conducted on the QoWL of employees in higher education institutions, and the results from this research could be utilized by management and supervisors, in order to minimize the potential factors that could negatively impact on the QoWL of employees in HEIs.