Employee perceptions of factors influencing non-quit decision at the Nairobi city county
Replacing employees may be costly, both in recruiting and training. High level of employee turnover may impede the quality, consistency and stability of services that organizations provide to clients and customers. The Nairobi City County recruitment policies have procedures to be followed in the recruitment and selection process of employees and the policies over equal employment opportunities to all people regardless of where one come from in Kenya. This has however been contradicted with the reality in the ground as most of the employees are recruited according to who they knew in the organization. However, examining the wider issues affecting individual employees can strengthen the ties between employees and the City County and enable the County to retain valuable skills and lower Human Resources costs. This study have objective to find out the factors which is more influence in employees retention, for this purpose these factors are categorized into organizational factor. The research objective was to establish employee perception of factors influencing nonquit decision at the Nairobi City County. The research design employed in this study was descriptive survey design because data was collected from a cross-section of employees at the Nairobi City County. The target population for the study was management staffs. The study adopted a stratified sampling. The study collected primary data. From the findings the study concludes that working condition affected the decision not to quit and that employees were not comfortable with the working environment provided by the Nairobi city county. The study disclosed that employees were only satisfied with the connection between pay and performance, overall relationship with the supervisor, flexibility of working hours, relationship with peers and understanding of organization mission. The study also revealed that reward affected the employees’ decision to continue working at the NCC and the reward used at NCC is bonus, salary increment and fringe benefits and that a lot of emphasis was needed on training and working conditions. The study may be significant to management in making informed decision and also guide policy makers when implementing employee contracting in the various other Government ministries. It may further offer opportunity for reviewing and possible amendments and improvements of employee contracting within the civil service.