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The study aimed at exploring the effects of employees‟ turnover in higher learning institutions with particular reference to the University of Dodoma. Specifically, the study aimed at finding answers to three objectives. It examined the factors that lead to turnover of employees at UDOM; it also explored the effects of employees‟ turnover at UDOM. Finally, the study identified the employee‟s retention strategies at UDOM.
The literature review of the study discusses in detail the effects of employees‟ turnover. The design of this research was a descriptive case study with simple random sampling, stratified sampling and purposive sampling employed as its sampling techniques. The study covered a sample of 74 administrative and academician staffs, and 20 were management who were randomly selected from different colleges, schools and departments. Data collection was done through questionnaire, interview and group discussion. Data analysis was done by using the Statistical Package for Social Sciences (SPSS).
The findings revealed that organization faced a number of effects due to the employees‟ turnover. The effects that were due to the turnover were: wastage of resources when new staff settle in, reduction in work productivity, employees unsuccessful meet deadline, decline in service provided, serve as a source of new knowledge, increase work stress for remaining employees, break team work and employee spend too much time in training new staff members.
The study concludes that the employees‟ turnover is still very high due to problem faced by the organization with respect to poor management. Finally, the study recommends that in order for those effects to be swept out, UDOM should solve the problem of employee turnover. |
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