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Magister Commercii - MCom / Many financial organisations are working hard to design a skills management strategy that reflects the overarching national skills need for an institution, in the process of attracting highly skilled Information Technology (IT) specialists. But there are many organisations that are less concerned about mobility across nations and more concerned about the need to retain highly skilled IT staff. The pace and ubiquity of the information technologies’ (IT) progress means that organisations need to improve on their technologies, and so the skills needed to operate and utilise these technologies. The need for a highly IT skilled workforce is rising and, therefore, organisations will have to move beyond their traditional policies and practices to retain highly skilled IT staff.Organisations are employing and utilising various models, frameworks and strategies to nurture and address the retention of skilled IT staff. Even though these methods are well implemented and coordinated within organisations, skilled IT staff still leave organisations and minimises the level of retaining skilled IT staff. This is a functional shortfall at a management level, since a coherent lack to monitor the impact of external factors on retention strategies are overlooked. The same holds for the financial sector in South Africa. Therefore the aim of this research was to propose effective retention strategies for employers within the financial environment, to retain their skilled IT workforce. In order to fulfil the objectives of this study, the literature review had been performed followed by the empirical field research. The field data were gathered by using twofold data collection technique: disseminating a questionnaire and interviewing participants in this study. The fieldwork followed the University of the Western Cape guidelines on research ethics.The outcomes of the study showed that there is a strong correlation between having good HR retention policies and procedures, and the management of these policies and procedures. The findings suggested the importance of involving employees at all employment levels to provide input on the development of these policies and procedures so that the retention process is well understood across the firm Apart from contributing to the existing academic knowledge area, the study outcomes can beneficially contribute to organisations’ advantage and ability to retain skilled IT staff on a long-term basis.From a financial services sector perspective, this study will possibly contribute to the existing body of knowledge in the field of Staff Retention especially the area of Information Technology.

Background Contemporary business faces many challenges in constantly adapting to the ever-changing nature of the market. One of the most important challenges is obtaining the best workforce available in order to create competitive advantages and retain competence in the organization. In order to succeed with this task it is imperative to improve retention in the organization since it is very ineffective to lose employees with high competence and very costly to replace that competence. One business highly influenced by these changes is Call centers and it is important to assess the possible ways they can improve retention. Purpose The purpose of the thesis is to explore and elaborate upon how motivational factors induces turnover intention in employees in a Call center. It aims to discover the interplay between different factors and to facilitate the factors in order to improve retention. Methodology The study is of inductive nature and uses a qualitative method. The execution of the empirical gathering is with interviews in order to provide a deeper understanding of the motivational features influencing turnover intention. The interviewees are employees that recently left an organization operating in the Call center context. Conclusions The findings shed some light of the wide range of features influencing turnover intention as well as providing some insight to which one is of particular importance in the specific context. Other findings in the study argues that the different features influencing turnover intention compensate for each other. Which provides some further practical use in the strategical work to improve retention trough motivational aspects. It also provides some suggestion that will aid to decrease turnover intention.

Knowledge workers are no longer limited to only one employer for a lifetime, but they have “boundary-less” careers, they proactively, consciously and independently build their careers by accumulating the relevant knowledge and skills that will propel their employability in the market. This makes it easy for knowledge workers to move from one job to the next and become independent of a single employer. It is difficult for employers to retain knowledge workers given the high levels of mobility and increased competition for their skills, but the retention of their knowledge is critical. Given this, technical succession planning appears to be highly relevant in the new world of work. It is defined by Rothwell (2010), as a form of succession planning that focuses on retaining organisational and professional knowledge to be used by the organisation in the future. It also refers to the transfer of knowledge from more to less experienced workers. This research aimed to explore factors that impact knowledge sharing amongst knowledge workers and knowledge retention. The results showed that; consultants which are the knowledge workers that were considered for this study, engage in knowledge sharing out of autonomous motivation, the multigenerational make up of knowledge organisations does not negatively impact knowledge sharing, knowledge workers do not hoard their knowledge because they fear that they will lose the power that comes with holding that knowledge and the national and brand prestige of knowledge organisations fosters employee commitment, but it is short term commitment. The outcomes of this research highlight factors for consideration by knowledge organisations and experts when developing knowledge sharing and retention strategies. / Dissertation (MBA)--University of Pretoria, 2013. / zkgibs2014 / Gordon Institute of Business Science (GIBS) / MBA / Unrestricted

MPM / Oliver Tambo Institute of Governance and Policy Studies

MPM / Oliver Tambo Institute of Governance and Policy Studies

I Sverige är retention, alltså kvarhållandet av anställda, relativt outforskat. Därför är syftet medstudien att undersöka vilka faktorer i arbetet som bidrar till att individer väljer att stanna kvar hossamma arbetsgivare under en längre tid. Studien syftar även till att bidra till en djupare förståelseför vad som motiverar anställda i det dagliga arbetet. För att kunna förverkliga syftet har vi använten kvalitativ metod och intervjuat sex tjänstemän från olika företag som alla vid intervjutillfälletvarit anställda i minst sju år hos sin arbetsgivare. Resultatet analyserades med hjälp av en tematiskanalysmetod samt teorier och tidigare forskning. Den tematiska analysen innebär att studiensresultat har analyserats efter de faktorer vi valt att grunda frågeställningarna på; lärande ochutvecklingsmöjligheter, socialt stöd, work-life balance och lönenivå.Resultatet visar att respondenterna upplever att vad som bidrar till retention och vad som motiverardem i arbetet varierar. Vilken faktor som upplevs som mest motiverande skiftar beroende påexempelvis anställningstid och förändringar i privatlivet. Vidare visar resultatet att samtligafaktorer ständigt är av betydelse för respondenternas motivation och retention, däremot i varierandeomfattning över tid.Nyckelord: retention, motivation, medarbetarperspektiv, tjänstemän

Thesis (M. A. (Information Studies) -- University of Limpopo, 2021 / Knowledge retention involves capturing knowledge in an organisation, so that it can be used later, after the employees left the organisation either due to retirement, resignations, or death. The organisation has invested time and money in harnessing knowledge of individual employees and when they leave, the organisation is at risk of losing its investment. The aim of this study was to examine Knowledge retention strategies at NIOH. The study investigated the extent to which organisational knowledge was managed, knowledge retention strategies, philosophies and motivation of knowledge retention strategies and effectiveness of knowledge retention strategies at NIOH. Exploratory research design and quantitative research approach were used to conduct this study. The target population of the study were doctors, medical scientist, technicians and technologies at NIOH. Purposive sampling was used to select the respondents of this study. Data was collected through a questionnaire and analysed using Microsoft excel 2016. The results of the study revealed that NIOH is able to retain its organisational knowledge. The study further revealed that knowledge retention strategies used by NIOH include ICT and staff meetings. The findings further revealed that there was little or no reward system to encourage knowledge retention. The study recommends that the organisation implement and strengthen the rewards system to successfully encourage knowledge retention amongst employees. It is further recommended that the organisation develop Knowledge management section to ensure that all the processes of knowledge management are well coordinated

Fifty percent of childcare employees leave their jobs by the close of their 5th year of experience. The purpose of this exploratory single case study was to explore what retention strategies some childcare center directors use to retain their employees in the Columbus, Ohio metropolitan area. The research population consisted of 5 childcare center directors who successfully implemented retention strategies in 5 different childcare centers. The conceptual framework for this study was the Herzberg, Mausner, and Snyderman motivation-hygiene theory. Data were collected via semistructured interviews with the directors and from centers-handbooks and strategic plans. Coding, word frequency, and thematic analysis were conducted, and member checking was employed to bolster the trustworthiness of interpretations. Three main themes emerged: the importance of employee compensation, communication and culture, and education and training to retain childcare center employees. Understanding the strategies to retain employees may help childcare center directors reduce the turnover and ensure stability for employees in that industry. The implications for positive social change include lower unemployment rates and a more stable childcare labor market.

Diabetes has quickly become an epidemic in the United States and affects all genders and races. Some ethnic groups are at greater risk for being diagnosed and face devastating health consequences due to poor diabetes self-management. Diabetes self-management education (DSME) is considered to be a positive step toward patient self-efficacy and diabetes management. The benefits of diabetes self-management education can only be realized if patients diagnosed with diabetes not only enroll, but complete the program. The purpose of this research study was to investigate the association between race and gender and dropout rates among participants enrolled in a DSME program. Archival data from a DSME were collected for 352 participants enrolled in the program. A multiple logistic regression was used to analyze whether independent variables of race and gender were predictors of dropout rates. Chi-square was used to explore if there was an association between race and gender and drop-out rates. Results revealed that there was no statistically significant association between race and gender and dropout rates from participants in a DSME program. Positive implications for social change include exploring the reasons participants choose to drop-out of a DSME program and potentially identify those at risk for droppoing out due to challenges and barriers.