Factors influencing employee retention among the non-teaching staff at the University of Nairobi, Kenya
Employee retention is an important issue that companies should focus on by identifying influencing factors and move strategically towards improving and implementing necessary policy in those areas efficiently to retain their employees. The main objective of this study was to identify the influence of five factors namely training and development, performance appraisal, welfare benefits, disciplinary procedure, and career growth on employee retention among the non-teaching staff at the University of Nairobi, Kenya. To achieve the objective of the research, both qualitative and quantitative methodologies were used whereby questionnaires were randomly distributed to the target population at the UoN Central Administration non-teaching employees on permanent and pensionable terms. The study established that employee retention among non-teaching staff at the University of Nairobi is influenced by training and development, performance appraisal, welfare benefits, disciplinary procedure and of potential for career growth. Employees perceive institutional support for staff training and development as a major contributor to employee retention. Performance appraisal factors such as the clarity of performance targets, fairness in the ratings of performance and the use of performance results for career growth greatly influence employee retention. Employees are willing to retain their work if they access benefits such as medical scheme, a good leave administration policy, education policy and the care UoN provides on employees general welfare. The retention of non-teaching employees at UoN can be achieved through humane treatment by the supervisors and availability of opportunity for appeals on disciplinary decisions. The employees attribute employee retention to career development factors such as institutional support for staff career growth, employee promotions by merit, clear definition of employee career path, Staff mentorship and coaching programs and succession planning practices. The study recommends that UoN can enhance employee retention by encouraging transparency and fairness in provision of training & development opportunities to their employees, carrying out wide consultations with the employees when - setting performance targets and making disciplinary rules and regulations clear to the employees. The study suggests further research on the effectiveness of strategies used by UoN to retain non-teaching employees.