Employee Turnover In The Public Sector Of Namibia Management
This research project examined the Impact of employee benefits on employee turnover in the Public Sector of Namibia. The problem is focused on the factors that contribute to the employee turnover and investigate if the public service is meeting the needs of the employees and to characterize the various types of employee benefits offered to the public servants. For the past decade, the Namibian Public Service has experiencing a high level of employee turnover. The purpose of this project was to analyse the reasons behind this employee turnover.
The problem statement for this study reads as follows: It appears that employee benefits in the Namibian public sector are not sufficiently competitive to retain well experienced staff members.
The study employed primary data as well as secondary data and a mixed method approach was used to collect data. A descriptive method was used to analyse the reasons behind the employee turnover and answered the following questions: How insufficient employee benefits impacts the employee turnover in the public sector; what are the types and forms of employee benefits offered to the employees?; what are the main concerns of grievances of employees regarding employee benefits in the public sector?; what is the relationship between staff turnover of male and female, different age groups and the relationship between young and old within the Namibian public sector? These questions were answered using literature review, personal interviews and questionnaires.
Result found that some of the reasons for employees leaving the public sector is the provision of insufficient employee benefits that are being offered to them.
The study concluded that...........................................
Introduction and Problem Statement
Introduction and Background
Employee benefits typically refers to retirement plans, medical aid, vacation, sick leave, housing subsidy, maternity leave, study leave, etc. Benefits are forms of value, other than payment, that are provided to the employee in return for their contribution to the organisation, that is, for doing their job. According to Swanepool et al, benefits are indirect forms of compensation that, like direct compensation, are intended to aid the achievement of the human resource objective of attracting, retaining and motivating employees. The provision of these benefits may be required by law, but the possible range of employer provided benefits is bound only by the limits of creativity of compensation specialists (Swanepool et al, 2001:557). Employee turnover is a very important issue of human resource management. There may be several factors why employees leave the public sector. It could be a voluntary turnover where employees choose to leave for better career opportunities or increase in compensation or it could be involuntary turnover where employees are asked to leave for reasons such as poor job performance or inappropriate behaviour just to mention a few. Over the past years, the Namibian Government has made many positive efforts to improve employee benefits and services to attract and retain professionals in many sectors. This has been done to build the country's competitiveness through improved performances of employees at all levels and sectors of the economy. In the public sector, the benefits and services to employees are not usually kept sufficiently competitive to retain the well experienced staff members, which results in the declining of output within the public sector. The problem which is focused in this study is to investigate the effects of employee benefits on employee turnover in the public sector. This problem will be focussing on the factors that contribute to the employee turnover and to investigate if the public service is meeting the needs of the employees and to characterize the various types of employee benefits offered to the public servants.Problem Statement
It appears that employee benefits in Namibian public sector are not sufficiently competitive to retain well experienced staff members.Research QuestionsMain Question:
How do insufficient employee benefits impact the employee turnover in the public sector?Sub-Questions:
What are the types and forms of employee benefits offered to the employees?
What are the main concerns of grievances of employees regarding employee benefits in the public sector?
What is the relationship between staff turnover of male and female, different age groups and the relationship between young and old within the Namibian public sector?Research ObjectivesPrimary Objective
To investigate the impact of employee benefits on employee turnover in the public sector.Secondary Objective
To investigate if the public service is meeting the needs of its employees
To characterize the various types of employee benefits offered to the public servants.
To investigate specific effects of employee benefits on public service turnover and why servants are not staying.Hypothesis
The provision of improved employee benefits to the public servants will reduce the employee turnover rate and enhance quality for improved public service delivery.Research MethodologyEmpirical StudyResearch design
The study will employ primary data as well as secondary data therefore I selected a mixed method approach. During the study, qualitative data will be collected through interviews and quantitative data through questionnaires. This will ensure that the data will be reliable and measures to what the researcher desire to measure.Unit analysis
This study intends to investigate individual employees, different departments within ministries and ministries as a whole within the public sector in Namibia.Sample and Sample type
The study will employ a fractional sample strategy aimed at three important aspects within the public sector, namely management, supervisors and ordinary employees.
The study will make use of convenience sampling techniques for data collection. Through this technique I will choose settings, individuals and groups that are conveniently available and willing to participate in the study.Data collection methods
Data will be collected through both the qualitative and quantitative methods. The qualitative data is collected through interviews by means of open end questions to get deep insight from the respondents.
The quantitative data will be collected through questionnaires. These questionnaires will include close ended questions.Identification of variables
For the purpose of this study, I will look at the relationship between the turnover of male and female, the different age groups within the sample, and the relationship between young and old within the sample.Data analysis
Validity refers to the extent at which an empirical measure accurately reflects the concept it is intended to measure.
The reliability of a measure procedure is the stability or consistency of the measurement. For the purpose of this study the presentation of data that will be collected will be descriptive. Tables and graphs will be used to describe the relationship between employee benefits and the labour turnover.Chapter divisionEthical constraints
During the development of this proposal as well as during the completion of the research process, ethical issues should be kept into consideration. The purpose of the study is made clear to the respondents. Mutual consent forms, permission letters and any other written approval need to be acquired. Information should be kept confidential and protected. The privacy of the participants would be protected.Organisational Plan
I will be responsible for the drafting of the proposal as well as the collection of data and the writing of the research project in its entirety.Work Plan and Time scheduleACTIVITYESTIMATED TIME
Preparation of written requests/consents
2 - 4 weeks
Preparation of Interview questions and Questionnaire
Conducting of the actual interviews
Completion of questionnaires
2 - 4 weeks
Collection of data
Data entry and analysis
1 - 2 monthsFinancial Planning
The project will be funded out of my own pocket and travel and subsistence expenditure will be covered by me.Chapter 2Literature review and Definitions and terms2.1.
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