Effect Of Training Program On Employee Retention In Tanzania: A Case Study Of Kilindi District Council In Tanga Region

ABSTRACT

Man power is the skeleton of any organization. Nowadays, employee retention has become the important tools for the development and improvement for all types of organization. The biggest challenge that organizations are facing today is not only managing these resources but also retaining them. The purpose of this study was to conduct critical examination on the effect of training program on employee retention in order to obtain findings which provide a good atmosphere for public sectors and other organizations. The data was collected from 105 respondents from Kilindi district council (case study). From the sample both qualitative and quantitative data were collected. The qualitative data was collected using in depth interview, focus group discussion (FGDs) plus documentation and quantitative data was collected through structured questionnaire. The qualitative data was analyzed using comparison analysis as well as researcher‟s scenarios analysis, the quantitative data was analyzed using Statistical Package for the Social Sciences (SPSS) program and PASW programs. The results of the study revealed that there is significant link between training and employee retention among the employees. Furthermore, Results show that there is good relationship between training program and employee retention. We can therefore conclude that training program is the one of basic determinant factors for employee retention and also encourage an organization and other sectors to achieve the required goals. This is the one of the important tools for employee retention. However, Training alone is not enough for employee retention, the study recommends the other important factors to be considered in order to strength employee retention such factors are Performance Management, Better Leadership Management, Good Relationships and Career Development, these factors must be considered in order to enable the competent employees to remain in the organization. The managers, leaders and other stakeholder should make sure that these factors are well organized and controlled to reduce employee turnover as well as to improve the performance of sectors. Moreover, the study finalized by suggesting areas for further studies such areas based on assessment of other factors that can be used as a retain strategies in order to reduce employee turnover not only that but also the study suggests more research to be conducted on this topic based on private sectors in order to assess if the same results can be obtained.