DETERMINANT FACTORS OF EMPLOYEES’ TURNOVER AT SAVE THE CHILDREN

Abstract

The purpose of this study was to examine determinant factors of employee’s turnover on Save the Children International (SCI). The study employed quantitative and qualitative research design methods. Random and purposive sampling techniques were used to select the sample size from the population. Questionnaire and interview were used for data collection. Descriptive statistics such as percentage, mean value, cross tabulation were employed for data analysis. Based on the data analysis the following findings were recorded. The main finding indicated that dissatisfaction with pay structure, mismanagement, unfair reward and promotion systems were some of the factors for employee turnover. The finding also indicated loss of experienced and skilled employees, higher recruitment costs, and higher workload on existing employees due to leavers are the effect of employees’ turnover. Similarly it was concluded that lack of career advancement, job dissatisfaction, lack of staff participation in decision making, and unfair compensation and training system were core factors for turnover at Save the Children. It was recommended that the human resource department together with senior management team (SMT) to revise salary and benefit packages, provide fair and equal training and promotion opportunity, and allow employee to participate in the decision making process.