Career Development and Employee Retention in the County Government of Meru
The first objective of the study was to establish ways in which career development
influence retention of employees in the county Government of Meru. Descriptive results
indicated majority of the employees agreed there was on job-training, coaching, job
rotation, mentorship program and use of technology in the institution. Correlation
analysis revealed an affirmative and substantial association between career development
and employee retention in the county government of Meru. The hypothesis that there
exists a constructive and substantial relationship between career development and worker
retention in the county government of Meru was accepted.
Work-Life Balance and Employee Retention in the County Government of Meru
The study, in the second objective, sought to explore the influence of work-life balance
on employee retention in the county government of Meru. Descriptive results revealed
that majority of employees agreed that they enjoyed annual leaves, presence of
organizational insurance policy and workplace flexibility. Correlation analysis revealed
an affirmative and substantial association between work-life balance and worker
retention in the county government of Meru. The alternative hypothesis that work-life
balance has a constructive and substantial influence on retention of employees in the
county government of Meru was accepted.
Compensation and Employee Retention in the County Government of Meru
The third objective of the study was to determine the influence of compensation on
retention of employees in the County Government of Meru. Descriptive results indicated
that majority of employees pointed out monthly salary and paid holidays as essential
aspects of compensation that can enhance employee retention. Correlation analysis
revealed an affirmative and noteworthy association between compensation and worker
retention in the county government of Meru. Further, regression findings showed that
compensation had a positive and noteworthy effect on worker retention in the county
government of Meru. The hypothesis a positive and substantial effect exists between
compensation and employee retention in county government of Meru compensation was
therefore accepted.
Employee Recognition and Employee Retention in the County Government of
Meru
Finally, the fourth objective sought to determine the influence of employee recognition
on retention of employees in the County Government of Meru. Descriptive results
indicated that majority of employees were in agreement that receiving of retirement
benefits, opportunities for team leadership and job appreciation for job well done are the
main drivers of employee recognition for employee retention. Correlation analysis
revealed an affirmative and noteworthy association between employee recognition and
worker retention in the county government of Meru. Further, regression findings showed
that employee recognition had a affirmative and noteworthy effect on worker retention in
the county government of Meru. The alternative hypothesis that there exists an
affirmative and significant relationship between employee recognition and retention of
employees in the county government of Meru was accepted.
Conclusion
Based on the results of this study, the following conclusions were drawn: Career
development was found to be significant. It was established that offering on – job
training, job coaching, job rotation practices and presence of mentorship programs are
key contributors in career development that can affect employee retention in the County
Government of Meru.
Work- life balance was the second independent variable of this research. The study
concluded that work – life balance moderately influences employee retention in the
county government of Meru. Presence of a health insurance was found to be a major
contributor to employee retention. Factors including workplace flexibility, paid offs,
provision of financial support if need be and time for social life are all factors that affect
employee retention at the county government of Meru.
The notion of compensation was the third independent variable of the research. The
study confirmed the existence of a strong association between compensation and
employee retention in the county government of Meru. Having a monthly salary,
receiving stock pay where necessary, subsidized hours pay and work on call being paid
were identified crucial for enhanced employee retention.
Employee recognition constituted the final independent variable of the study. A
significant association was recorded between employee recognition and employee
retention at the County Government of Meru. It was found out that through receiving
retirement benefits, appreciation of job well done, existing opportunities for team
leadership and holding events to recognize employees can lead to enhanced employee
retention in the county government of Meru.
Recommendations
So as to ensure retention of employees in the County Government of Meru, this study
recommends the following measures; on career development, the county government of
Meru should enhance training of employees. This could be done through facilitations to
take senior management courses and funding further studies.
The study also recommends on development of flexible working condition, formation of
employee welfare association and regular performance review. This is recommended in
pursuit of enhancing work – life balance that was discovered to substantially influence
employee retention in the county government of Meru.
Considering the extent of influence compensation has on employee retention, the study
recommends on increased monthly salary, field work facilitations and timely
reimbursements of out-of-pocket expensed.
Finally, development of a reward system is recommended for enhanced employee
retention in the county government of Meru. Additionally, team building exercises are
also recommended in order to bridge the gap between senior staff and junior staff. This
would enable employee recognition in turn increasing employee retention in the County
Government of Meru.
of comparison.
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