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Most public organizations are facing problems of labour turnover, a situation which could lead to poor public service delivery and high recruitment costs. The aim of this study was to analyse the causes of labour turnover in public organizations, the study took the Ministry of Labour and Employment as its case study.
Both qualitative and quantitative data were used. Data was collected using a variety of collection methods that included Questionnaires, structured and unstructured; direct observation; personal interview; and literature review.
Study findings showed that determinants of labour turnover included Insufficient salary, poor working conditions, insufficient recognition by management, few opportunities for carer development and management conservatism.
The study also showed ways of overcoming the labour turnover, including the increase of salaries and allowances, recognition to employees and the effective use of human resources.
Therefore it is recommended that, Human resource Managers should endlessly investigate and monitor the rationale for employees‟ turnover and constantly initiate, develop, execute and monitor new strategies for their retention. |
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