Skilled labour retention continues to receive attention from researchers as a critical
challenge faced by organisations globally. The loss of skilled labour in an
organisation contributes to the high labour replacement costs, which may result in an
organisation‟s failure to achieve its mandate since it is deprived of its high
performance, experienced and knowledgeable labour. Organisations must, therefore,
be able to diagnose the factors that contribute to the loss of skilled labour and
implement strategies that could assist in the mitigation of such losses. Consequently,
an integrated model for skilled labour retention in the Botswana Police Service was
developed.
The literature study which explored the phenomenon of skilled labour retention,
revealed a deficiency of a universal implementation strategy that guides
organisations in managing skilled labour retention. However, human resources
management literature unanimously concur that in order to implement an effective
skilled labour retention strategy, it is necessary for organisations to devise a unique
human resources management strategy aimed at addressing their individual causes
of skilled labour turnover. This study utilised human resource management best
practices, theories and frameworks to develop an integrated skilled labour retention
model for the Botswana Police Service.
The study followed both the qualitative and quantitative research design. Skilled
labour retention factors that should be included in a skilled labour retention model
were identified through an analysis of a scholarly literature review, a closed-ended
questionnaire and an analysis of official documentation. The identified skilled labour
retention factors were included in the proposed retention model. The study also
proposed an implementation strategy that should be followed when implementing the
proposed skilled labour retention model.
The empirical study investigated the validity of the identified retention factors that
should be included in the integrated skilled labour retention model for the Botswana
Police Service. The retention factors entail: job satisfaction, organisational
commitment, work-life balance, remuneration, career development, development
opportunities (learning, training and development), work environment, decisionmaking
and management style.
Before the retention factors could be included in the new retention model, the
researcher determined the current arrangements in the organisation to establish the
status quo. Interviews were held with senior management in the Botswana Police
Service to ascertain the aforementioned. It was established that the current retention
arrangements impeded the retention of skilled labour in the organisation, which
contextualised the significance to develop the new skilled labour retention model. / PhD (Development and Management), North-West University, Potchefstroom Campus, 2015
| Identifer | oai:union.ndltd.org:netd.ac.za/oai:union.ndltd.org:nwu/oai:dspace.nwu.ac.za:10394/15446 |
| Date | January 2014 |
| Creators | Mothupi, Vincent Stompi |
| Source Sets | South African National ETD Portal |
| Language | English |
| Detected Language | English |
| Type | Thesis |
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