Employee’s turnover and retention strategies in jimma zone youth and sport offices

Abstract

The main objective of this study was to assess the Employee turnover & their retention strategies with reference to some selected youth & sport office in Jimma zone” focuses on some of the key issues like training, performance appraisal, reward system, motivation, satisfaction & job security that youth & sport office provides. The research methodology adopted for this study was descriptive survey with quantitative & qualitative approaches based on structured questionnaire. Two stage cluster sampling techinique in lottory method was used to select sample respondents & data gathered from both primary & secondary sources of the sample size for the study from 90 managements and employees those who selected from nine woredas those who were selected through census. The study was delimated to Jimma Zone youth & sport offices. Analysis was made on the data collected through questionnaire. Based on the analysis made of this study findings were identified and presented as follows. The findings in this study were the impacts of Scio-demographic characteristics of the employees, salary structure, promotion & motivation factors, retaining factors, attitude of managements & environment were identified. The reasons for the employees turn over in the youth and sports of the selected woredas were poor payment, lack of facility, poor management, absences of appropriate and available resources and equipment’s and absences of timely reward and recognitions for employees, the motivational factors that dissatisfied the employees were poor payment of salary, compensation offered by the organization and benefits and respects toward employees and the employees were highly dissatisfied in job security, lack of support and guidance, lack of flexibility in the organization, training and development opportunities, and promotion opportunities. Therefore, the finding of this study had shown that the level of job satisfaction of employees in the organization was low. Finally, based on the findings fulfillment of the employees necessary skill, competency & educational need for the positions,implementing motivational factors, designing retention mechanisms, creating conduceive environment, participating in decission making, fair promotion & recognition are among the given recommendations.