Faculty of Commerce, Law and Management

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Subject: search.filters.subject.Retention factors

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    Retention factors influencing South African IT professionals in the financial services sector
    (2013-10-04) Shepperson, Glenda Lyn
    The current Information Technology (IT) skills shortage in South Africa is critical, resulting in a war for talent, which organisations cannot afford to lose if they are to remain competitive. In order to secure their scarce resources they need to focus on the retention of their IT professional workforce. The primary aim and purpose of this research study was to identify the most important retention factors that IT professionals in the South African financial services sector perceived to influence their decision on whether to stay with an organisation or not. Data was collected by means of an online questionnaire from 259 IT professionals in the South African financial services sector. The data was analysed in conjunction with data from other similar studies in order to draw appropriate comparisons. This research has indicated that in the quest to retain their IT professionals, organisations needs to consider the tangible, as well as intangible aspects important to their employees. These include most importantly, the provision of work-life balance programmes and practices. The statistical analysis conducted as part of this study in order to determine which variables influencing the IT professionals‘ decisions to remain with an organisation could be grouped meaningfully into themes, resulted in the identification of the following six themes, listed in order of importance: Traditional employment provisions; Inspiring, supportive, learning culture; Constructive teamwork; Liberating, enabling and rewarding personal work experience; Freedom to determine personal and organisational destiny; and Adequate provision to enable optimal performance.
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    RETENTION FACTORS AFFECTING ARTISANS IN THE HEAVY MOTOR VEHICLE INDUSTRY
    (2012-02-13) White, David
    The heavy motor vehicle industry in South Africa is reliant on artisans for the maintenance and servicing of vehicles. There is a perceived shortage of skills as the industry has shown significant growth during the past decade. However, a similar increase in the supply of adequately trained artisans has unfortunately not occurred. This perceived shortage, together with changes in the employer/employee relationship has increased the mobility of artisans. The result is increased competition amongst companies as they try to attract and retain the best talent. The purpose of this research has been to determine the key retention factors that artisans consider being the most important. A structured questionnaire was used to conduct the research, and both quantitative and qualitative data was collected. The sample comprised 50 artisans from ten organizations, they represented a wide range of demographic groupings. Content analysis was used to determine the results of the qualitative section, while the quantitative section was analyzed using descriptive statistical techniques. Based on the data collected, the researcher was able to determine the top five push and pull factors affecting the retention of artisans. In addition to these retention factors, the research yielded the top career needs that artisans consider important in their jobs. It was found that the retention factors and career needs differed significantly according to both race and age. An artisan retention model was developed, providing a diagnostic tool for organisations wishing to improve the retention of their artisans