Role of remuneration and career development on employee turnover in mines surrounding the Eastern Bushveld Igneous Complex

Abstract

This research investigated the impact of remuneration and career development on employee turnover in mining operations in the Eastern Bushveld Igneous Complex (BIC), a critical hub for South Africa’s mineral resources. The study highlighted the high turnover rates among employees with critical skills, which pose risks to operational stability and profitability. It examined how dissatisfaction with remuneration and limited career development opportunities adversely influence employee turnover intent. Using a descriptive quantitative research design, the study surveyed employees with critical skills and human resource practitioners from selected mining operations in the Eastern BIC. Results showed that more than half of respondents had considered leaving their jobs within the past year. Career development emerged as the most significant factor influencing turnover intent, followed by dissatisfaction with remuneration. The findings revealed that although employees value competitive basic salaries, performance- linked incentives significantly affect retention. Similarly, opportunities for professional growth and structured career development paths are critical for retaining talent. The study underscores the importance of fostering supportive leadership and enhancing organisational culture to address turnover effectively. Recommendations include developing robust incentive schemes, providing targeted career development programmes and enhancing leadership practices to improve employee satisfaction and retention. This research provides actionable insights for mining companies to mitigate turnover risks and sustain operational success in the Eastern BIC. Future research should explore these dynamics across broader mining regions and job categories to generalise findings and refine retention strategies