| dc.description.abstract | Successful organizations share a fundamental philosophy of valuing and investing in their
employees. Lack of employee retention implies that those with the acquired skills will inevitably
take business experience, technical secrets, and customer relations away to other organizations.
The main objective of this study was to determine motivational factors influencing employee
retention in multi purposes training institutions a survey of selected institutions in Kenya. It
focused on effect of employee compensation, influence of training, impact of management, and
the extent career advancement opportunities influence employee retention in Multi Purposes
Training Institutions in Kenya. This study was based on descriptive study and targeted 94
respondents. The study used questionnaires as an instrument for data collection. Pre-testing was
carried out to ensure that the questions are relevant and, clearly understandable. Moreover,
statistical package for social sciences version 21 was employed for coding and analyzing the
data. Content validity and reliability of the questionnaires was carried out. The findings of the
study established that an organization main concern is its capacity to attract, engage and retain
the right employee some crucial factors influencing the employees’ decision to either leave or
remain in an organization. The importance of other factors should not be miscalculated when
formulating a retention policy. Organization should provide with a number of strategies to
increase employee retention such as: design an interesting employee value proposition; develop a
total reward system that contains more than compensation; give constructive point of view on
employee performance on regular basis; implement flexibility programs in terms of work-life
balance; build a culture of engagement, develop and refine management skills to be effective, as
it engages employees while driving improved performance at the same time. From the findings
of the study it was recommended that training program should be established as a regular
practice for provision of training and retraining. This would not only satisfy employees’ growth
need but also enhance employee retention. Exist interview system should be introduced to help
management in answering the question why employees leave them, and then work on those areas
which influence employees to leave their organization, and also reward should be awarded on
merit and promotion should be on seniority and merit both, which help in production and
retention. | en_US |
