| dc.description.abstract | The objective of the study is to investigate the perceived influence of reward management practices on retention of generation Y employees at G4S Kenya limited. The reward
management factors that influence retention include; reward strategy, reward policies, job evaluation, salary survey, total rewards and grade & pay structure. Retention of generation Y
employees in any organization is important as it contributes to the firms’ long-term viability and
sustainable growth. Retaining generation Y employees ensures a steady stream of talented individuals joining the management ranks and being part of management succession plans. This
study applied census survey methodology in a context of one organization. The target population was all generation Y employees at G4S. Questionnaires with structured questions with rating
scales were administered online for purpose of collecting primary data. Quantative analysis was
done using descriptive statistics such as percentages, means, standard deviation and tables to capture the results. The research revealed that generation Y employees at G4S perceive reward
management practices as none competitive and does not encourage retention. Reward management practices, job satisfaction, organizational commitment, organizational culture,
person organization fit and turnover intention all play a significant part in the retention of
generation Y employees. Lack of understanding of reward management practices by generation Y employees at G4S Kenya does not support retention. Generation Y employees perceive reward
as non-competitive. Many of the generation Y employees are not satisfied with the work environment, career advancement opportunities and work life balance. The findings recommend
that reward management practices be enhanced and benchmarked to the market in order to
enhance retention of generation Y employees at G4S Kenya. | en_US |
