An examination of factors impacting on talent retention at a financial institution
- Authors: Sathekge, Muliti Joseph
- Date: 2015-04-17
- Subjects: Financial institutions - Employees - South Africa , Employee retention - South Africa
- Type: Thesis
- Identifier: uj:13549 , http://hdl.handle.net/10210/13688
- Description: M.Com. (Business Management) , Talent commitment, efficiency and retention issues are emerging as the most important corporate challenges of the present and immediate future, driven by talent loyalty concerns, corporate reorganization efforts and stiff competition for key talent. For most organizations, “surprise” talent departures can be devastating on the execution of business strategy and the achievement of business goals and objectives. This phenomenon is most prevalent now in light of current economic uncertainty and following corporate downsizings when the risk of losing critical talent increases exponentially. Talent retention is one of the greatest challenges confronting many business organizations today. For most organizations talent recruitment and retention is a major concern as the ability to keep talent is crucial for the organization’s performance and future survival. It is recognized that talent turnover, is a critical challenge to most organizations that cost money, effort and energy. This challenge poses major problems to HR professionals in their efforts to formulate talent retention policies. South Africa has for the past few decades seen an influx of foreign investment, ideas and practices, facilitated by the development of the Internet and associated technologies. As with many organizations worldwide including organizations in South Africa, staff retention problems affect organizational productivity and performance. The global war for talent has increased the challenge to most organizations in attempting to address the issue of talent retention in the context of increasing competition in the global marketplace. It is against this background that this research will look into talent retention problems within the socio‐economic context of South Africa and in particular factors impacting on talent retention at Alexander Forbes as an organization. This study brings into focus the extent to which factors impacting on talent retention such as pay and compensation, career development, leadership, working environment and organizational commitment as discussed in the literature review impacts talent retention within Alexander Forbes.
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Attraction and retention of black female actuaries
- Authors: Phume, Lydia Lettie Basani
- Date: 2017
- Subjects: Actuaries - South Africa , Employee retention - South Africa , Women, Black - Employment - South Africa
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/246340 , uj:25534
- Description: M.Com. , Abstract: Science, technology, engineering, and mathematics (STEM) disciplines gained recognition and status during the Second World War, because scientists, mathematicians, and engineers were needed to develop, maintain, and improve war machines, and then to rebuild economies after the war. Over the centuries, STEM disciplines have evolved, and are positioned as a critical differentiator between mature economies and those struggling to cope with the effects of globalisation. Actuarial science is a field of study within the STEM disciplines, and is largely concerned with the application of analytical, statistical, and mathematical skills to financial problems to assess and interpret risk and uncertain future events. STEM disciplines are characterised by a shortage of women, and actuarial science is no exception. This phenomenon is even more prevalent where black women are concerned. This study investigated the experience of six black female qualified actuaries in South Africa in terms of the internal and external factors that contributed to their choosing Mathematics in school and actuarial science in university, and ultimately qualifying and persisting in the field. Narratives and interviews were used to collect data detailing the women’s experiences in three phases: choosing Mathematics in school, choosing actuarial science at university and qualifying as actuaries, and persisting in the field. Thematic analysis was conducted. The results indicate that there were multiple external factors that contributed to their choices, but the greatest determining internal factor was self-efficacy. Self-efficacy is the belief in one’s capabilities to succeed. It is argued in this study that self-efficacy encourages one to partake willingly in the process and activities that lead to success, even when facing adversity and challenging circumstances. The conclusion is drawn that self-efficacy is an intrinsic or internal human factor that is shaped and nurtured by parents, peers, and other external factors, and maintains sustainable levels of motivation, which may result in success in a chosen course of action.
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Factors affecting the retention of employees in a global markets division of an investment bank
- Authors: Kuvarjee, Shirmila
- Date: 2014-05-05
- Subjects: Employee retention - South Africa , Investment banking - South Africa , Job satisfaction - South Africa
- Type: Thesis
- Identifier: uj:10927 , http://hdl.handle.net/10210/10500
- Description: M.Com. (Leadership in Performance and Change) , This research focuses on the factors affecting retention of employees in a global markets division of an investment bank comprising 500 employees. The research is quantitative in nature. Five factors are discussed and used as basis to see which factors contribute the most to retention of employees. These factors are remuneration, the job, the profile of the organisation, organisational processes and leadership style. Sub-factors relating to these factors were identified and discussed by way of a literature review. A questionnaire was compiled based on the five factors and the sub-factors in relation to the retention of employees. A statistical analysis was done using factor analysis, reliability analysis (Cronbach alpha) and descriptive statistics. From the results it can be concluded that employees are satisfied with the physical work environment, the company’s employer brand in the market and the opportunity to learn new skills and develop themselves for further advancement. Employees also feel confident about the leadership team; are satisfied that their co-workers share their expertise and there is teamwork. The one area about which employees differ, is related to remuneration. Based on the results of this study, it is recommended that the employer use its positive employer brand more aggressively to retain employees since overall most employees seem to be happy with the current employment practices
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Factors driving a discipline change of Generation Y metallurgical engineering technicians and technologists in South Africa
- Authors: Maluwa, Dione N.
- Date: 2017
- Subjects: Generation Y - Employment - South Africa , Engineers - Job satisfaction - South Africa , Employee retention - South Africa , Intergenerational relations
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/263108 , uj:27808
- Description: M.Phil. (Engineering Management) , Abstract: Purpose – The aim of this study was to uncover the factors that entice Generation Y (millennials) who are holders of Technology programme degrees or diplomas in Metallurgical Engineering to change careers once they graduate. Design/Methodology/Approach – Purposive sampling was used to gather data for the study from 262 respondents using an online and field survey. For the field survey, data were obtained from self-administered questionnaires, completed by currently registered Bachelor of Technology (B. Tech) Metallurgical engineering students at two universities of technology within the Gauteng province in South Africa. Findings – The results of this study indicate that Generation Y Metallurgical engineering technicians and technologists are leaving their core discipline or intending to do so. The results further indicate the existence of an expectations gap; that is, a discrepancy between what the respondents encounter as their present reality within the Metallurgical engineering work environment versus what they expected to encounter within the Metallurgical engineering career while studying or making career decisions. Research limitations – Information to quantify the population for this study was not easily available, as a consequence the results of this study would not be sufficient to generalise to the entire population (Generation Y South African Metallurgical engineering graduates); in essence only general trends may be established from the resulting findings. Originality/Value –This paper will help engineering managers understand how to attract and retain the so called ‘millennium employees’ in the Metallurgical engineering field.
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Factors leading to resignation of nurse educators at a nursing college in Johannesburg
- Authors: Matahela, Vhothusa Edward
- Date: 2014-04-23
- Subjects: Nursing schools - Employees - Resignation - South Africa , Nurses - Job satisfaction - South Africa , College teachers - Job satisfaction - South Africa , Employee retention - South Africa
- Type: Thesis
- Identifier: uj:10848 , http://hdl.handle.net/10210/10355
- Description: M.Cur. (Nursing Education) , There is a shortage of nurses in the country and worldwide, and the problem is compounded by the resignation of nurse educators. These nurse educators leave with their expertise and skills, thus compromising the provision of quality teaching and learning. Despite the mandate by the Gauteng Department of Health to increase the student nurse intake by 25% each year, there are currently no retention strategies for nurse educators who may want to resign from a Johannesburg nursing college. It is thus imperative that a study to determine the factors leading to the resignation of nurse educators be conducted. The following research questions gave direction to the research study: What are the factors that lead nurse educators to resign from a nursing college in Johannesburg? What can be done to retain nurse educators at a nursing college in Johannesburg? The purpose of the study was to explore and describe the factors that led to the resignation of nurse educators at a Johannesburg nursing college and to describe strategies to retain them. A qualitative, exploratory, descriptive and contextual research design was used to provide an in-depth description of factors leading to nurse educators resigning from a Johannesburg nursing college. A purposive sampling method was used. When the sample was insufficient, snowball sampling was also used to identify other nurse educators who have resigned from the nursing college under study within the specified period between year 2000 to 2008. Fifteen (15) voluntarily agreed to take part in the study after they were invited. A pilot study was conducted with one (1) participant, who has resigned but was not involved in the actual research, and it assisted in determining the feasibility of the research question. Individual face-to-face semi-structured interviews were used to gather information from the nurse educators who resigned from the nursing college in question. The responses from the nurse educators were recorded on an audiotape recorder and field notes with the permission of the participants. An open coding, qualitative data analysis method was used. Trustworthiness was accomplished using the strategies as outlined by Lincoln & Guba (1985: 301–328). Ethical standards for nurse researchers were adhered to as outlined by DENOSA (in Brink et al., 2012: 48–51). The results of the data analysis that emerged were three (3) main categories, seven (7) subcategories and their related themes. The findings on factors leading to nurse educators resigning from a Johannesburg nursing college included factors related to management of the nursing college; emotional and attitudinal factors; and factors related to cultural diversity. Through conceptualisation, the themes identified from the research were supported or refuted by the relevant existing literature and interpreted by the researcher. Conclusions drawn from the conceptualization formed the basis for the description of strategies to retain nurse educators at a Johannesburg nursing college. The strategies identified through conceptualization were described in order to assist the nursing college under study to retain its nurse educators. It is recommended that the strategies be implemented in nursing education, management and research.
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Job-hopping amongst African black senior management in South Africa
- Authors: Nzukuma, Khanyile C. C. , Bussin, Mark
- Date: 2011
- Subjects: Labor turnover - South Africa , Employee retention - South Africa
- Language: English
- Type: Article
- Identifier: http://ujcontent.uj.ac.za8080/10210/368297 , http://hdl.handle.net/10210/226685 , uj:22925 , Citation: Nzukuma, K.C.C. & Bussin, M. 2011. Job-hopping amongst African black senior management in South Africa. SA Journal of Human Resource Management, 9(1):1-12. DOI: http://dx.doi.org/10.4102/sajhrm.v9i1.360 , ISSN: 2071-078X (online) , ISSN: 1683-7584 (print)
- Description: Abstract: The study focuses on understanding labour turnover trends amongst African Black senior managers in South Africa. There is a perception that turnover amongst African Black senior managers is higher than average. There is also a perception that African Black senior managers are only motivated by financial rewards when considering job change. Research purpose: The study focused on understanding why African Black senior managers have a propensity to change jobs and how organisations can resolve the trend. Motivation for the study: To develop a better understanding of the push and pull factors for African Black senior managers in organisations. Research design, approach and method: The research was conducted in two phases, namely as part of a qualitative study and a quantitative study: Creswell (2003) refers to this approach as triangulation. The target population was African Black senior managers on the database of a large Human Resources Consultancy, The South African Rewards Association and the Association of Black Actuaries and Investment Professionals (ABSIP) (n = 2600). A total of 208 usable responses were received. Main findings: The main findings and contribution to the field of study was that African Black senior managers do not trust organisations with their career development. They would rather take control of their own career development by moving from organisation to organisation to build their repertoire of skills and competence. They want to be in charge of their careers. This finding has profound implications for organisations employing African Black managers in the senior cadre. Practical/managerial implications: Managers of African Black senior managers need to create attractive employee value propositions that address the main findings. Contribution/value-add: The research shows that African Black senior managers generally seek corporate environments that encourage a sense of belonging and with a clear career growth plan.
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Predicting voluntary turnover in employees using demographic characteristics: A South African case study
- Authors: Schlechter, Anton F. , Syce, Chantal , Bussin, Mark
- Date: 2016
- Subjects: Employee retention - South Africa , Labor turnover , Job satisfaction
- Language: English
- Type: Article
- Identifier: http://hdl.handle.net/10210/226707 , uj:22928 , Citation: Schlechter, A.F., Syce, C. & Bussin, M. 2016. Predicting voluntary turnover in employees using demographic characteristics: A South African case study. Acta Commercii 16(1):1-10. DOI: http://dx.doi.org/10.4102/ac.v16i1.274. , ISSN: 1684-1999 (Online) , ISSN: 2413-1903 (Print)
- Description: Abstract: Employee turnover presents arguably the biggest threat to business sustainability and is a dynamic challenge faced by businesses globally. In South Africa, organisations compete to attract and retain skilled employees in an environment characterised by a burgeoning skills deficit. Turnover risk management is becoming an important strategy to ensure organisational stability and promote the effective retention of employees. The purpose of this research was to contribute to the practice of turnover risk management by proposing an approach and constructing a model to predict employee turnover based on demographic characteristics readily available in a human resource information system. Design: An exploratory research design was employed. Secondary quantitative data were extracted from an existing human resources database and analysed. Data obtained for 2592 employees in a general insurance company based in South Africa and Namibia formed the basis for the analysis. Logistic regression analysis was employed to predict employee turnover using various demographic characteristics available within the database. A likelihood ratio test was used to build a predictive model and the Akaike information criterion and Schwarz criterion were used to test how much value each variable added to the model and if its inclusion was warranted. The model was tested by conducting statistical tests of the significance of the coefficients. Deviance and Pearson goodness-of-fit statistics as well as the R-square test of significance were used. The overall goodness-of-fit of the model was also tested using the Hosmer and Lemeshow goodness-of-fit test. Findings: The current findings provide partial support for a predictive model explaining employee turnover. The model tested 14 demographic variables and the following five variables were found to have statistically significant predictive value: age, years of service, cost centre, performance score and the interaction between number of dependants and years of service. It is proposed that these five demographic variables be used as a model to help identify employees at risk of turnover or termed as flight risks. Practical implications: Gaining an understanding of the factors that influence employee voluntary turnover can be instrumental in sustaining workforce stability. The proposed model could help human resources professionals identify employees at risk of turnover using data that are readily available to them. This will further enable the use of targeted interventions to prevent turnover before it happens. Decreased levels of turnover will result in cost saving, enhanced talent management and greater competitive advantage.
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Psychological contract breach as predictor of job embeddedness of professional nurses
- Authors: Jacobs, Magdalena Sophia
- Date: 2019
- Subjects: Nurses - South Africa , Nurses - Employment - South Africa , Employee retention - South Africa , Employment in foreign countries , Breach of contract - South Africa
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/295858 , uj:32226
- Description: Abstract: Nursing shortages is a global concern and South African nursing employers are also losing professional nurses to international job opportunities that provide lucrative compensation. Traditionally the migration of nurses is studied in the context of turnover and turnover intentions, while this study focussed on job embeddedness and investigates why nurses will stay. The aim of the study was to examine whether psychological contract breach predicts job embeddedness in a sample of 228 professional nurses from private hospitals in South Africa. An Explanatory Factor Analysis yielded a three factor solution for job embeddedness. Statistically significant negative correlations were found between psychological contract breach and community fit, organisation fit and organisation sacrifice. A Hierarchical Regression showed that controlling for age, citizenship and employment status (which explained 6% of variance in job embeddedness), breach (entered in Step 2) explained 28% of the variance in job embeddedness. This is a clear indication that nursing employers should keep their obligations and promises to retain their nurses. Future research may consider investigate the relationship between breach and job embeddedness in different countries as it is a global problem and includes organisational culture into the equation. The findings emphasised the importance of nursing stakeholders to embark on retention strategies for “on-and-off” aspects of job embeddedness. , M.Com.
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The perceived influence of the internal marketing element ‘people’ in internal customer satisfaction
- Authors: Ladzani, Phathu
- Date: 2016
- Subjects: Job satisfaction - South Africa , Employee empowerment - South Africa , Work environment - South Africa , Employee motivation - South Africa , Employee retention - South Africa , Incentives in industry - South Africa , Bank employees - South Africa
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/237640 , uj:24351
- Description: M.Com. (Business Management) , Abstract: The study investigated a business unit within one of South Africa’s major banking brands, a bank holding company which is one of the five largest banking groups in South Africa (Bank ‘A’ Group, 2013). Under the Bank ‘A’ Group umbrella are five cluster units: Retail, Capital, Business Banking, Corporate and Wealth. The study investigated the influence of the internal marketing element “people” on employee satisfaction from a Bank ‘A’ Private Wealth (BAPW) employee’s perspective in order to enhance their satisfaction at Bank A. A descriptive study design was conducted in order to determine the employees’ perceptions regarding organisational trust, employee empowerment, work conditions as well as leadership style and also in to order determine how these elements lead to employee satisfaction. Based on the literature findings, various research hypotheses were formulated. The empirical study then gathered primary data and the design was quantitative in nature. The unit of analyses for the research was individuals and individuals’ behaviour. The field study was pretested among a small number of units from the sample with characteristics similar to the respondents of this study. A sample of 148 employees was selected and interviewed. Statistical procedures included descriptive statistics, frequency Tables and measurements of the mean, as well as measures of dispersion including the standard deviation. Furthermore, factor analysis was used to group the various questions designed and based on the theory chapter into measurable factors regarding employee satisfaction, trust, empowerment, work conditions and leadership style. Multiple regression analysis was conducted in order to determine if there is a relationship between independent variables in the study and the dependent variable. The results from the study revealed that there are three main independent variables: Employee empowerment (confidence in ability), work conditions and leadership style that have an influence on employee satisfaction. This suggests that in order for the...
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To be or not to be : teaching practice, becoming and remaining a teacher : a case study of science students in teaching practice at the University Of The Witwatersrand (Wits) School of Education
- Authors: Sekhibane, Thandiwe Lerato
- Date: 2018
- Subjects: Student teachers - South Africa - Attitudes , Science teachers - South Africa - Attitudes , Employee retention - South Africa
- Language: English
- Type: Masters (Thesis)
- Identifier: http://ujcontent.uj.ac.za8080/10210/374734 , http://hdl.handle.net/10210/286222 , uj:30967
- Description: M.Ed. (Teacher Education) , Abstract: In this study, I introduce the modelled experiences approach of training student teachers, which takes into account student teachers different types of experience. To explore the practices of the student teacher during teaching practice, considerations of their previous experiences before training, their experiences and responses to their formal training programme and the experiences during teaching practice were considered. While the trilectic of the three levels may be central to student teachers’ rationales for becoming and remaining teachers, this study shows how these form a basis for understanding how they learn to teach, how they adjust, align, reform their identities while learning to teach in schools. I studied twelve FET science student teachers at the University of the Witwatersrand School of Education (WSE) about their experiences on teaching practice. I draw on evidence obtained from an analysis of their reflective books where they record their experiences in teaching practice as well as narratives from the individual and focus group interviews. Concerning reflective books, I draw inter alia on the narratives of ‘critical incidents’ to unpack some of the aspects that student teachers reflect on during teaching practice. In the interviews, questions were sequenced based on student teachers’ pre-teaching images (previous experiences); fictive images (formed from their experiences in formal training) and lived images (from the actual experiences in teaching practice). To understand these are sociocultural perspectives and theories of pedagogical content knowledge and situated cognition. My findings show that, while in a particular domain of experience (PRE/formal training/PRE-teaching, formal training and teaching practice), student teachers are constantly negotiating the links and discords between them through internal reflection, therefore making the process of learning to teach complex and non-linear. Student teachers in this study strongly showed discomfort on the ways in which they are prepared to teach science at WSE particularly the lack of sufficient content knowledge, and yet their reflective books and interviews do not show how this lack of content knowledge has affected and influenced their teaching on the actual practice. There are three explicit contributions to this study: that teacher educators integrate an experiential approach to training student teachers, that institutions redefine their assessment criteria for monitoring how student teachers have developed during teaching practice, and that institutions adopt a model of...
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