ASSESSMENT OF FACTORS AFFECTING EMPLOYEES’TURNOVER IN ST.MARY’S UNIVERSITY

Abstract

The study was designed to assess factor affecting employee’s turnover in St. Marry University. The purpose of this study to find out the major factors employee’s turnover and to examine the consequences of employee’s turnover and give recommend the relevance human resources retention strategy. The methodology used to undertake the study was both primary and secondary data collected instruments. The sampling techniques employed to collect primary data were random sampling. The respondents were drawn from the existing employees. The target population were consists 491 permanent academics and administrative employees in head offices of the university. Based on the stratum, out of the target population 48 respondents were academic and 87 were administrative staff (135 respondents participated in this study) selected by systematic probability methods and stratified random sampling. Whereas, questionnaires and interviews were used for data collection, Descriptive statistics such as percentage, frequency, cross tabulation as well as mean and standard deviation are used to analyze the data. The findings of the study revealed that employee turnover is prevalent in the organization mainly because of low salary and benefits, low chance for Growth and development of Employee’s career, Improper HR Practices, Job Dissatisfaction and related factors, unfairness, poor relationship of management and supervisor with their subordinate, high intention of existing employees to leave, the availability of better job opportunity. The major consequences of employee turnover on the university are significant influences on its’ efficiency and effectiveness, loss of Morales of the existing employees that inspiring them to leave, reducing the quality of service delivery and reducing customer satisfaction. The university has also incurred different financial costs such as for separation, advertisement and recruitment costs. Generally the findings show that the actual turnover & employee’s intention to leave the university is higher which requires the university to take corrective action and employ different strategies to retain its employees.