FACTORS INFLUENCING EMPLOYEE RETENTION AMONG THE NONTEACHING
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Employee retention is an important issue that companies should focus on by identifying

influencing factors and move strategically towards improving and implementing

necessary policy in those areas efficiently to retain their employees. The main objective

of this study was to identify the influence of five factors namely training and

development, performance appraisal, welfare benefits, disciplinary procedure, and career

growth on employee retention among the non-teaching staff at the University of Nairobi,

Kenya.

To achieve the objective of the research, both qualitative and quantitative methodologies

were used whereby questionnaires were randomly distributed to the target population at

the UoN Central Administration non-teaching employees on permanent and pensionable

terms. The study established that employee retention among non-teaching staff at the

University of Nairobi is influenced by training and development, performance appraisal,

welfare benefits, disciplinary procedure and of potential for career growth. Employees

perceive institutional support for staff training and development as a major contributor to

employee retention. Performance appraisal factors such as the clarity of performance

targets, fairness in the ratings of performance and the use of performance results for

career growth greatly influence employee retention.

Employees are willing to retain their work if they access benefits such as medical

scheme, a good leave administration policy, education policy and the care UoN provides

on employees general welfare. The retention of non-teaching employees at UoN can be

achieved through humane treatment by the supervisors and availability of opportunity for

appeals on disciplinary decisions. The employees attribute employee retention to career

development factors such as institutional support for staff career growth, employee

promotions by merit, clear definition of employee career path, Staff mentorship and

coaching programs and succession planning practices.

The study recommends that UoN can enhance employee retention by encouraging

transparency and fairness in provision of training & development opportunities to their

employees, carrying out wide consultations with the employees when setting

performance targets and making disciplinary rules and regulations clear to the employees.

The study suggests further research on the effectiveness of strategies used by UoN to

retain non-teaching employees.