This study explores the reasons why succession planning is imperative in an organisation. The study focuses on Nedbank Homeloans’ KZN Operations at the head office in central Durban and includes the views of the office staff about the salient issues in regards to succession planning. A comprehensive literature review provides a background to the study. A number of reasons for the need for succession planning have been provided by various writers, and these constitute the point of departure for the study. The broad themes that impact on the success of succession planning are identified as being the need to retain talent, to develop skills, and to enhance the benefits that can be derived from implementing succession planning in an organisation. In relation to these themes, the main objectives of the study were the following: to determine what benefits the organisation may achieve from implementing a succession plan; the significant impacts of not having a strategic succession plan; what an organisation can do to retain talented and competent employees; the role an organisation can play in sustaining skilled and talented people; and if the implementation of succession planning can support the career paths of employees not just up a specialised ladder but across a continuum of professional competence. The fieldwork was exploratory in nature, with a questionnaire being administered to seventyseven home-loan staff across the different levels of function. The Statistical Package for Social Sciences (SPSS) was used to analyse the data. Various statistical techniques such as Cronbach’s Alpha were applied to test reliability.An in-depth analysis of the results of the questionnaire was performed. The results of the study were evaluated and various recommendations are made. An implementation plan is provided to aid in the implementation process. / Thesis (MBA)-University of KwaZulu-Natal, Westville, 2010.

Theories of efficiency wage and human capital formation suggest that both should have a significant influence on employee turnover in offshore manufacturing sites. This influence is explored and examined empirically with a stratified, random sample of northern Mexican maquilas - the historical choice for offshoring in that country and one of the world's earliest and most enduring offshore manufacturing sites. Statistical tests reveal the strong influence on production-level turnover of direct wages and human capital formation when the latter variable is measured in terms of "maquiladora generations". The distinctive human resource practices of the maquiladora generations are then presented and discussed.

This study examined the importance of polytechnics in Ghana’s development; its management and constraints-especially faculty turnover and how it impacts on sustainable polytechnic education. The sample comprised a total of 65 respondents drawn from six stakeholder groups: former polytechnic rectors, current polytechnic administrators’ current faculty; former polytechnic faculty, students, government officials as well as retired government officials. The study adopted a qualitative method to elicit data. However, the main study was preceded by a pilot study focusing on faculty turnover. Questionnaire informed by instruments used in earlier studies by Klass (2007) and Samuel (2008) were adapted and modified to suit the pilot study. An electronic questionnaire comprising 41 questions with a four (4) point scale (agree, uncertain, disagree and strongly disagree) on turnover and its consequences was hosted at Survey Monkey web site for administration by current polytechnic faculty. The link was emailed to 14 randomly selected current faculty members of seven polytechnics for administration and submission. These provided lead-in themes for the main qualitative study. Data for the main study was collected via interviews involving all six groups. Results indicate that polytechnics are important and contribute significantly to the sustenance of Ghana’s economy. Study further proved that polytechnics were mired in a number of constraints including turnover. The second portion examined the constraints of polytechnics with a focus on faculty turnover, causes and consequences on polytechnic sustenance vis-a-vis Ghana’s economy. This was supported by a semi structured interview schedules generated from the pilot study and administered on six case groups. The results showed a high rate of faculty turnover in polytechnics. Further, findings showed that turnover is caused by multiple factors (individual, institutional and environmental factors) which in turn interact with each other to influence turnover. Also, turnover was found to have impacted negatively on polytechnics, their clientele (students) and the national economy of Ghana. Findings of this study have a number of implications for policy especially higher education policy (polytechnics) management and education as well as some suggested strategies to help incentivize the academic staff and smoothen the management of the polytechnics.

Thesis (LLM (Public Administration)) --University of Limpopo, 2013 / Turnover of health care professionals is a global challenge and has severely affected developing countries. South Africa as a developing country is not exceptional on the problem of turnover rate of health care professionals. The high vacancy rate became evident in the recent years. The health institutions depend on the health professionals in providing quality health care services. The challenges that are facing the health institutions include lack of a clear understanding by managers of the factors that are contributing to high turnover rate of health care professionals as well as the formulation of effective recruitment and retention strategies. The prevailing of the rapid changes in the internal and external environment make it difficult for the health institutions to develop and implement recruitment and retention strategies in an effort to minimise high turnover of healthcare professionals. The purpose of this study is to analyse the factors that are contributing to turnover of health care professionals at Polokwane and Mankweng Tertiary Hospital in Limpopo Province. The study also provides recruitment and retention strategies that the management may apply them to minimise the high turnover of health care professionals. The population sample was randomly selected from Polokwane and Mankweng Tertiary Hospital. Data was collected and analysed from a total number of 150 respondents. A structured questionnaire was used as an instrument for the collection of primary data. In this regard, factors such as lack of medical equipment, poor management style, poor working conditions and high workload are found to be critical factors that are affecting quality health care service and eventually the morale of employees, and resulting into turnover of health care professionals

Bakgrund: Handeln är en av de branscher i Sverige som har den högsta personalomsättningen, vilket i sin tur resulterar i höga personal- och rekryteringskostnader. Flertalet studier visar att det finns ett samband mellan de anställdas grad av motivation och viljan de har att stanna kvar inom organisationen. Syftet med denna uppsats är att undersöka vad som motiverar de anställda till att fortsätta sitt arbete inom dagligvaruhandeln. Studiens teoretiska referensram tar sin utgångspunkt i utvalda områden från Frederick Herzbergs tvåfaktorteori som syftar till att vissa faktorer kan leda till en ökad arbetsmotivation hos de anställda och därför motivera dem till att fortsätta sin anställning. Syfte: Syftet med föreliggande studie är att beskriva och analysera vilka faktorer som motiverar anställda till att fortsätta sitt arbete inom dagligvaruhandeln. Studiens forskningsfrågor är utformade enligt följande: ●  Hur skapas motivation i de anställdas arbetsuppgifter? ●  Hur skapas motivation till utveckling? ●  Hur skapas motivation till de anställdas prestationer? Metod: För att besvara det ställda syftet utfördes en kvalitativ studie i form av semistrukturerade intervjuer med anställda från en organisation inom dagligvaruhandeln. Slutsats: Föreliggande studie visar att de faktorer som kan motivera anställda till att fortsätta sin anställning inom dagligvaruhandeln är ansvar samt återkoppling. Studien visar på en bristande motivation hos de anställda och många är därför på väg att lämna sin anställning. Nyckelord: arbetsmotivation, dagligvaruhandel, personalomsättning

This study was designed to investigate "Factors promoting high teacher turnover at Mabathoana High School in the Maseru district-Lesotho". This is a church school situated in the urban areas of Maseru. This study employed a case study approach where the following questions were raised: What is the nature of leadership within the school, how are the relationships within the school as well as to what extent does the community around the school influence teacher turnover? The findings of the study revealed that the leadership did not seem to adequately involve sub-ordinates in decision-making. Moreover, relationships among teachers as well as between teachers and students seemed to be smooth, but relationships with the principal seemed to be not conducive. The community around the school did not seem to contribute to teacher turnover in the school, as it seemed to be supportive of teachers' activities. The recommendations of the study were that the Ministry of Education should review the Teaching Service Regulations in order to ensure that principals are trained in administration, leadership and management skills before assuming the position of headship. School leaders should involve teachers in decision-making to a greater extent through the use of teamwork. School leaders should ensure that teachers are adequately motivated at all times. This can be achieved through the establishment of co-ordinated staff development activities, provision of incentives and so forth. Teachers should be assisted to improve and strengthen the existing relationships Between themselves and the management, among themselves, between themselves and students as well as between themselves and the entire community are sound. They should also increase areas of school community interaction. This can be achieved through more staff development workshops, which will enhance their skills. / Thesis (M.Ed.)-University of KwaZulu-Natal, Durban, 2004.

The aim of this study is to assess the factors affecting the retention and recruitment of medical laboratory specialists in South Africa. South Africa experiences a significant shortage of medical laboratory specialists. The shortage has many negative implications on the quality and sustainability of the country‟s healthcare services. However, whilst medical laboratory specialists play an integral role in the country‟s healthcare system, there has been no research conducted on the labour market for these specialists and the reasons that facilitate the shortage. Through a qualitative case study of anatomical pathologists and virologists in KwaZulu-Natal, this study overcomes this gap by assessing the factors that negatively affect the retention and recruitment of these specialists. The objectives of this study are: to examine the national and international labour markets for South African medical laboratory specialists; to determine the consequences that the shortage has on South Africa‟s healthcare system; to assess whether social factors play a larger role than economic factors do in the retention and recruitment of South African medical laboratory specialists; to investigate the efficacy of non-work related factors in the retention and recruitment of these specialists; and to explain the labour market for these specialists in relation to the human relations, human capital and job embeddedness theories. Findings suggest that social factors play a larger role in the retention and recruitment of South African medical laboratory specialists. Additionally, the factors affecting the retention and recruitment of these specialists comprise of factors found within the work settings, as well as factors that are found outside the work settings of these specialists (i.e. work related and non-work related factors). Considering these factors allows for this study to make a few recommendations towards the successful retention and recruitment of medical laboratory specialists in South Africa. This in turn would contribute to the overall quality, efficiency and sustainability of the country‟s healthcare services. / Thesis (M.A.)-University of KwaZulu-Natal, Durban, 2012.

The aim of this thesis is the implementation of strategic analysis of a particular company (BOS Automotive Products CZ s.r.o.). The thesis was focused on labour turnover. The appropriate analysis led to determining the current position of the company on the labour market and verifying sources of the company. Conclusions of the analyses were used for recommendations in HR direction.

MCur / Department of Advanced Nursing Science

The objectives of the study were to determine the relationship between the demographic variables, work-life balance (as measured by the Survey Work-Home Interaction - Nijmegen), job satisfaction (as measured by the Minnesota Satisfaction Questionnaire) and turnover intention (as measured by the Turnover Intention Scale); to determine whether the demographic variables and work-life balance significantly predict job satisfaction and turnover intention; and to determine the differences between biographical groups. A quantitative cross-sectional survey research design was applied to a stratified random sample of 79 employees in a South African IT company. Descriptive statistics, correlations, independent t-tests and regressions were used to analyse the data. Analysis revealed that job satisfaction has a significant negative relationship with turnover intention. Furthermore, the work-home interface sub-dimensions of work-life balance have both a positive and negative relationship with job satisfaction and turnover intention. There are significant differences between the various biographical groups. / Industrial and Organisational Psychology