Factors affecting employees’ retention at Ifakara health institute, Tanzania
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Mzumbe University
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A Dissertation Submitted in Partial Fulfillment of the Requirements for Award of the
Degree of Masters of Science in Human Resource Management (MSc-HRM) of
Mzumbe University.
The study used qualitative and quantitative approaches, which aimed to assess the factors affecting employees’ retention at Ifakara Health Institute (IHI). The study was conducted at Ifakara Health Institute under its five branches including Dar es Salaam Branch, Bagamoyo Branch, Ifakara Branch, Mtwara Branch and Rufiji Branch. There were 118 respondents who conveniently selected to represent various population categories. A total of 64 current employees, 19 heads of unit and 10 exemployees were interviewed. Only 93 respondents responded, while 25 respondents did not respond. Questionnaires, interviews, and documentary review tools were used in data collection. The SPSS software was used to analyze the primary data that collected from the five (5) branches of Ifakara Health Institute (IHI). The findings of the study revealed that, the high factors that influenced employees’ retention were; low salary especially to middle and lower cadres, status of employment contracts which was a one year contract, end of projects as well as financial situations of the Institute that resulted to termination/redundancy of the contract of some employees so as to remain with few employees who’s the IHI was able to manage to pay them and lack of implementation of employees strategies. The results of this study identified that, the retained employees suffered from the overloaded work as the result worked long hours and decreased efficiency and poor work performance since the skilled employees left the institute. Several suggestions were provided; retention strategies should target all staff categories, as there was a tendency at Ifakara Health Institute for the staff at all levels to leave the institution in order to maintain all level cadres in the institution. The retention policy or scheme might be improved to enable the retention of employees at Ifakara Health Institute. Although the project came to an end, the institute had to find the mechanism of retaining the employees to stay in the institute by finding funds to pay them. The study also recommended that Ifakara Health Institute had to improve the employee’s salary especially to middle and lower cadre so as to motivate them and make stay in the institute
The study used qualitative and quantitative approaches, which aimed to assess the factors affecting employees’ retention at Ifakara Health Institute (IHI). The study was conducted at Ifakara Health Institute under its five branches including Dar es Salaam Branch, Bagamoyo Branch, Ifakara Branch, Mtwara Branch and Rufiji Branch. There were 118 respondents who conveniently selected to represent various population categories. A total of 64 current employees, 19 heads of unit and 10 exemployees were interviewed. Only 93 respondents responded, while 25 respondents did not respond. Questionnaires, interviews, and documentary review tools were used in data collection. The SPSS software was used to analyze the primary data that collected from the five (5) branches of Ifakara Health Institute (IHI). The findings of the study revealed that, the high factors that influenced employees’ retention were; low salary especially to middle and lower cadres, status of employment contracts which was a one year contract, end of projects as well as financial situations of the Institute that resulted to termination/redundancy of the contract of some employees so as to remain with few employees who’s the IHI was able to manage to pay them and lack of implementation of employees strategies. The results of this study identified that, the retained employees suffered from the overloaded work as the result worked long hours and decreased efficiency and poor work performance since the skilled employees left the institute. Several suggestions were provided; retention strategies should target all staff categories, as there was a tendency at Ifakara Health Institute for the staff at all levels to leave the institution in order to maintain all level cadres in the institution. The retention policy or scheme might be improved to enable the retention of employees at Ifakara Health Institute. Although the project came to an end, the institute had to find the mechanism of retaining the employees to stay in the institute by finding funds to pay them. The study also recommended that Ifakara Health Institute had to improve the employee’s salary especially to middle and lower cadre so as to motivate them and make stay in the institute
Keywords
health institute