A Study on Employee Turnover and Motivating Factors in Safaricom Ltd

Abstract

The study aimed to investigate the relationship between on-the-job training and employee turnover in Safaricom Ltd, employing a case study research strategy. The research targeted 67 employees from job groups 4 and 5, selected through stratified proportionate sampling, with the sole research tool being a questionnaire. The findings revealed the significance of on-the-job training in Safaricom Ltd, emphasizing the need for organizational investment. However, it also highlighted that such training often leads to employee turnover due to factors such as the pursuit of higher pay, competition from other organizations seeking trained skills, aspirations for promotion and improved working conditions, and the breach of psychological contracts post-training. The consequences of turnover for organizations include revenue loss, delays in achieving organizational goals, diminished competitiveness, and skill shortages. Importantly, the study established a clear connection between on-the-job training and employee turnover, leading to several recommendations. Managers are urged to thoroughly understand the impact of on-the-job training on turnover before initiating such programs, facilitating the implementation of measures to mitigate turnover consequences. These measures may include budgeting for increased pay, implementing strategies to discourage turnover, and revising employment contracts. Additionally, well-planned training programs can anticipate turnover by preparing for suitable replacements, and organizations can minimize losses associated with training-related turnover by hiring individuals with existing requisite skills.