The Effect of Training and Development on Employee Attraction and Retention in the Gold Mining Sector in Zimbabwe (original) (raw)
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TheRelationship between Training and Employee Performance: The case of Mutare City Council, Zimbabwe
The Success of failure of an organization depends on the quality of its human resources and training being an integral part of the strategy to integrate human resources management with an organizations business strategy, coming at the age where employees are beginning to realize that employers have the potential to be much more dynamic and beneficial to the organization. Hence, this study was aimed to determine the relationship between training and employee performance in Mutare City Council, Zimbabwe. Correlational research design was used in this study, with an attempt describe and measure the degree of association between performance and training. A total of one hundred and thirty two (132) respondents International Journal of Human Resource Studies 62 (91 males and 41 females) were selected from the employees (population), purposive sampling technique and structured questionnaire were used in data collection. Data was analyzed using quantitative techniques, including inferential statistics. It was established that there was strong positive relationship between training and performance of employees. It was recommended that all stakeholders, be involved in one way or the other in training to enhance employee knowledge, skills, ability, competencies and behaviour.
Journal of Human Resource Management, 2023
Employee retention is considered immensely important for the long-term health and success of organisations and to represent a source of competitive advantage as a strategic issue. This is due to the global competition for experienced and dedicated employees among businesses. The Global Access Savings and Loans Company Limited adopted job training and development as a human resource management programme to motivate its employees to remain working with the Company. The study assessed the impact of training and development programmes on retention of staff at the GASL Company Limited, Head Office Branch, Accra, Ghana. The study adopted a survey method. A total of 49 persons out of 50 respondents that made up the total staff of the organisation were used as units of analysis. The one (1) person opted out of the research by not responding to the questionnaire given to him. The research instrument used for the study was structured questionnaire. Descriptive percentage method was used to analyse the data. The study reveals that the employees generally had positive perception about the training and development programmes. Thus, they perceived the programmes are responsive to meeting their operational deficiencies. However, quite significant proportions of the employees were reluctant to continue working with the Company. The study recommends that more human resource management programmes should be implemented to complement the training and development programme so as to motivate the majority of the employees to commit their working career to the Company.
International Journal of Political Science, 2020
This paper aims at exploring the influence of Training and Development (T&D) on employee retention in the banking industry of Tanzania. A stratified sampling technique was used to ensure representativeness of the sample, eleven banks were selected purposely and a simple random sampling was applied to draw a sample of 370 employees. Binary logistic regression analysis was used to analyze quantitative data. The results revealed a "p" value of 0.001 that indicate that T&D was significantly influencing employee retention. The study concluded that T&D attributes (career planning and growth opportunities) have significant influence on employee retention at the banks. The study recommends retention policies which are reflecting career planning and growth opportunities as T&D attributes that were valued most by employees.
Factors Affecting Employee Retention in Zimbabwean Companies
International Journal of Applied Management Theory and Research
The decline of the Zimbabwean economy characterised by the high inflation rate has rendered it difficult for Zimbabwean manufacturing to retain talented employees. The quantitative research methodology was adopted in this paper. The sample size of the study comprised 100 respondents who were randomly selected from the manufacturing companies in Zimbabwe. The sample size of the study was made out of 10 managing directors 10 managers 10 supervisors and 70 employees drawn from the 50 manufacturing companies that were randomly selected. It was established that the companies are failing to retain talented employees and a lot of the employees are leaving the organisations. Retrenchments and restructurings have become the order of the day. The study recommended that employees needed to implement employee retention strategies to remain viable.
The mining industry across the globe has always made use of large stocks of labourto achieveorganizational objectives. It is against this background that the study was conducted to determine the HR practices currently being implemented in the mining sector in Zimbabwe. The Results Based View approach to the strategic leadership of organisations was adopted to act as a benchmark against which the current HR practices can be compared with. The research data was gathered through a non-random, convenient sample of HR managers from 8 mining entities in the Midlands Province of Zimbabwe. Convenience sampling was necessitated by the limited finances and time at the disposal of the researcher. However, the relatively large size of the sample would ensure a high degree of generalisability of findings for the mining industry in the Midlands Province in Zimbabwe. The findings of the study revealed that in the mining industry in Zimbabwe, employees are treated as valuable, rare and inimitable resource which they deploy in various ways to achieve organisational objectives. As such the mining companies have come up with innovative methods of managing their human resources which includes providing job security, competitive rewards, and social welfare services amongst other methods. These findings confirm that HR departments in the mining industry in Zimbabwe's Midlands Province are practising the RBV approach to the management of human resources in their organisations and by so doing manage to resource their mining entities efficiently and effectively.
2016
The principal purpose of this study was to analyze the effects of training on employee commitment, retention and performance in a Local Municipality situated in Mpumalanga Province, South Africa. Based on convenience sampling method, a total of one hundred and thirty employees were selected and participated in the study. A questionnaire structured in a likert scale format was employed to gather data on training, employee commitment, retention and performance. Data was analysed using SPSS statistical package. The Cronbach’s alpha of 0.813 and the Keiser-Meyer-Olkin of 0.865 were obtained from the data analysed. The findings derived from multiple regression analysis using the ordinary least squares regression technique confirmed that; training has a significant effect on employee commitment, retention and performance enhancement within the local municipality examined.
The study was to evaluate the effectiveness of human resources training and development as motivation in manufacturing firms in Enugu State. The specific objectives include to: examine the effectiveness of employee health and safety as motivation in manufacturing firms in Enugu state and Find out the extent of effectiveness of promotion and welfare measures as motivation in manufacturing firms in Enugu state. The study was based on the effectiveness of human resources training and development as motivation in manufacturing firms in Enugu State. The study used the survey approach. The primary sources were a personal interview and the administration of a questionnaire to the management and staff of the manufacturing firms in Enugu State. A population of 384 staff was used for the study. The validity of the instrument was tested using content analysis, and the result was good. The reliability was tested using the Pearson correlation coefficient (r). It gave a reliability coefficient of 0.79 which was also good. Data were presented using tables and percentages. The hypotheses were analyzed using the F-statistic (ANOVA) tool. The findings indicated that there is effectiveness of employee health and safety as a motivation in selected manufacturing firms in Enugu state is significantly high F(95,n=384)=27511.572,P<0.05 and there is effectiveness of promotion and welfare measure as a motivation in manufacturing firms in Enugu state is significantly high F(95,n=384)=27511.572, P<0.05. The study concluded that Human resources are the people who make up the workforce of an organization, business sector, or economy. Training and development strategy describes the formal, ongoing efforts that are made within organizations to promote the performance and self-fulfillment of their workers through a variety of educational methods and programs which brings insufficient motivation. Poor motivation and lack of incentives and recognition lead to poor performance likewise production of poor quality of goods and services. The study recommended that Employee health and safety should consider first for any organization to wants to move further to achieve their objectives. Worker protection makes the employee remain the job and decreases worker turnover.
Effects of training on employee commitment, retention and performance
The principal purpose of this study was to analyze the effects of training on employee commitment, retention and performance in a Local Municipality situated in Mpumalanga Province, South Africa. Based on convenience sampling method, a total of one hundred and thirty employees were selected and participated in the study. A questionnaire structured in a likert scale format was employed to gather data on training, employee commitment, retention and performance. Data was analyzed using SPSS statistical package. The Cronbach alpha of 0.813 and the Keiser-Meyer-Olkin of 0.865 were obtained from the data analyzed. The findings derived from multiple regression analysis using the ordinary least squares regression technique confirmed that, training has a significant effect on employee commitment retention and performance enhancement within the local municipality examined.
IJSSIT, 2022
The purpose of carrying out this study was to establish influence of training and development on employee job performance at cement manufacturing firms in Mombasa County, Kenya. In order to create an understanding between the study variables, the study used Resource based Theory. It adopted a descriptive survey research design and targeted all cement manufacturing companies operating in Mombasa Region. Target population of the study was 1445 employees of the 3 cement manufacturing companies. Stratified random sampling method was used to get a sample of 144 who were selected and filled the questionnaire to allow refinement before the final test. Likert five-point scale questionnaire was used. The alpha coefficient of Cronbach was used to measure the reliability of the scale, and to evaluate the consistency of intervals between the objects of the research instrument. The alpha coefficient can take any value from zero to one (complete internal consistency). To yield qualitative and quantitative data, the information was analyzed with help of SPSS version 23 and MS excel 2010. The results of this research were presented in tables and graphs. Regression model coefficients indicated that training and development positively and significantly job performance at cement manufacturing companies in Mombasa County. This study concludes that training and development positively affects employee job performance at cement manufacturers in Mombasa County and this effect is statistically significant. This study therefore recommends adoption of training and development of employees by cement manufacturers in mombasa county to encourage their job perfformance. This can be achieved by preparing and upholding workers on abilities that set them up for future positions and vocation improvement to a better-than-expected degree, updating workers appropriately through profession guidance and support and upholding workers by continually giving sufficient opportunity to master new abilities. There is also the need to uphold and advance long lasting learning and further improvement of the representatives seriously and also utilize a mix of a wide range of learning devices and techniques for the further improvement of the workers.