A significant component of successful workforce retention is hiring a skilled and talented staff and creating a programme to retain these people. However, creating a workplace of choice where people desire to stay for a long time is one of the issues facing managers in Kenya's health industry today. The primary responsibility of any business is to retain the best employees, which can only be accomplished by effectively managing employee talent to keep them content and motivated. The study's goal was to look into talent management strategies for medical personnel retention in Kenyan public hospitals, with a focus on Kenyatta National Hospital. The availability of professional development options, the character of the workplace climate, the levels of training and development opportunities offered, and the attractiveness of salary and perks were the research sub-independent variables. The social exchange theory was the focus of the theoretical framework. The study's entire population included 800 employees from the Kenyatta National Hospital in Nairobi, Kenya (92 medical physicians and 708 nurses). The sample size for the study was determined to be eighty (80) by calculating ten percent of the study population. At a 95% confidence level and 0.05 level of significance, a regression analysis model was utilised to determine the association between the dependent and independent variables.
Author(S) Details
Grace K. Karemu
School of Business and Economics, Mount Kenya University, Kenya.
Daniel Kachori
School of Business and Economics, Mount Kenya University, Kenya.
Veronese M. Josee
School of Business and Economics, Mount Kenya University, Kenya.
Walter Okibo
School of Business and Economics, Jomo Kenyatta University, Kenya.
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