THE CAUSE OF EMPLOYEE TURNOVER AT ETHIOPIAN STANDARD AGENCY

Abstract

The study aimed to examine the major causes of employee turnover in Ethiopian standard Agency. The study uses both primary and secondary data sources and for the purpose of collecting data, it uses different instruments which are questionnaires for the ex-employees and structured interview for the management staffs and other concerned body. The sample technique was convenience sampling method is used. The reason of selecting convenience sampling method by the researcher is that it is easy accessibility to reach respondents. The quantitative data was analyzed using descriptive statistics like percentage used. The qualitative data obtained through interview was presented through narrative description and was incorporated in the analysis to supplement and substantiate the data available through questionnaire. The main finding of the study reveals that, low salary that is the salary they received were not equal to others doing similar works in other organization, lack of fair benefit for over all employees, the organization did not give recognition for well done work, evaluation didn‟t reflect their performance, lack of fair promotion and career mechanism based on performance, inputs were not appreciated, experience were not considered for promotion & equal opportunities were not given among employees, the relation between management and employee were not good, the organization management and HRD did not treat employees fairly or equally, managers were not willing to listen to their work- related problems, supervisors did not allow employee to participate in decision making process, supervisors not willing to provide constant feedback for the work, lack of opportunity for long term studies, unattractive working environment, they did not feel secured in their job. The study recommends that management should improve the Salary of employees, should recognize excellent performers , should employ effective employee performance appraisal systems and should create opportunities for career advancement should also appreciate employees input in the organization, should implement qualification and experience to promote career, should reduce non value added jobs, Management and HR, should treat employees fairly, Managers should pay attention for employees work related problems and avoids dissatisfaction in managerial support, Management should involve employees in the decision making process, should provide regular, timely feedback to employees, managers should work on its human resource policies implementation and provide training programs in a fair manner to all levels, should support young professionals with materials to have their own innovative thinking, , should work towards creating smooth and collegial relationship, treat employee impartially ways of disciplinary handling mechanisms, should provide job security .