Causes And Effects of Staff Turnover in the Federal Ministry of Education

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Date

2016-06

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Addis Ababa University

Abstract

The purpose of this study is to identify the main triggering factors and effects of staff turnover in the Federal Ministry of Education and to provide possible preventive solutions that help retain employees .The study employed the quantitative and qualitative research design methods .The target population for this study were 92 out of 275 the current professional employees , the ex-employees and managers. The sampling technique for managers is purposive (non-probability), For current employees random(probability ) and for ex-employees convenience (non -probability) sampling technique were used. The descriptive method was employed to gather data from a relatively large number cases with in a limited period of time .The instruments used to gather primary data self – administered questionnaires were prepared and interview was used . Before distributing, questionnaires had been commented by 10 senior experts who have research expertise. Corrections were made as per given comment because of this two questions rejected and one is modified. For the secondary Document analysis was made. Two types of questionnaires were prepared one for current employees and one for ex-employees. Interview was conducted with two office heads (HRM deputy head and Grievance Handling Office Deputy head)and one senior expert. Descriptive statistics such as percentage ,mean and cross tabulation were employed for data analysis .The SPSS version 16.00 for window is used. Based on The data analysis the following findings were recorded . The main findings indicated main reasons that force employees to leave the organization were: inadequate salary, trainings which were not given fairly and appropriately, dissatisfaction with unmatched position and the skill and knowledge employees have, rewards of incentives provided in the organization were not based on fairness and performance evaluation , and the increased loss of experienced and skilled man power are the main ones. The findings also indicated the following effects : reduction of performance, loss of experienced and skilled man power and incurred cost. To minimize these problems the following solutions are recommended. Reasonable and market related salary to be considered for employees , assign employees to different positions based on their qualification , skill and knowledge they have to the position, training and developments to be provided fairly and appropriately ,motivate and convince employees to stay in the organization ,and participate employees in decision making will help retain employees. Key Words: Turnover, Employee, Manager, Incentive

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Keywords

Urnover, Employee, Manager, Incentive

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