The retention of knowledge workers has become an increasing challenge both locally and internationally. This study focusses on the factors contributing to the retention of knowledge workers at an Industrial Development Zone in the Eastern Cape. The aim of the study was to investigate the factors that would facilitate the retention of knowledge workers in the IDZ. This was explored through the employee value proposition framework which includes affiliation, career development, work content, compensation, company benefits, work-life balance and performance and recognition. The sample consisted of 30 employees from the IDZ from all business units. Three categories of employee levels were selected namely the executive managers, managers and specialists and professionals. Thematic analysis was used to analyse data which was gathered through semi-structured interviews. The literature reviewed explored the various retention strategies used by organisations. From the literature review it is realised that employee retention strategies vary from one organisation to another. In most cases they are very similar. Although this is the case, not all strategies will work for all organisations, each organisation requires preferred and unique strategies for its employees. The findings indicate that the majority of employees were satisfied with the employee value proposition dimensions in the organisation. The exceptional areas of satisfaction were retirement benefits, career development, performance recognition, relationships with colleagues, health benefits, relationships with direct manager or supervisor and relationships generally within the organisation. Areas of dissatisfaction were also raised on long service incentives, autonomy to do work, relationships with other business units and the performance review process. In order to retain employees at the IDZ, it is recommended that the organisation should focus on enhancing long service incentives. It is also recommended that employees should be given greater autonomy to do their work. Relationships with business units also need to be strengthened. Work-life balance of employees and performance review process also need to be revised.
| Identifer | oai:union.ndltd.org:netd.ac.za/oai:union.ndltd.org:nmmu/vital:21045 |
| Date | January 2014 |
| Creators | Ntoyakhe, Nomandla Dorothy |
| Publisher | Nelson Mandela Metropolitan University, Faculty of Business and Economic Sciences |
| Source Sets | South African National ETD Portal |
| Language | English |
| Detected Language | English |
| Type | Thesis, Masters, MA |
| Format | ix, 101 leaves, pdf |
| Rights | Nelson Mandela Metropolitan University |
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