Exploring the role of a total rewards strategy in retaining South African police officers in Limpopo province

Abstract

Orientation: The South African Police Service is facing significant challenges in retaining its staff. A total rewards strategy could help the South African Police Service to enhance staff retention. Research purpose: This study explored the role of a total rewards strategy in retaining South African police officers in Limpopo province. Motivation of the study: The shortage of police officials has a negative effect on the South African Police Service’s endeavours to retain its employees. Research approach, design and method: This was a qualitative research study where semi-structured interviews were conducted on the sample size of 14 police officers in Limpopo. Main findings: The outcomes revealed that performance management, career development and employees’ compensation were ineffectively applied to police stations. Employees were firmly thinking about leaving the police because of poor rewards. The members were genuinely happy with their work benefits and work–life balance. Practical/managerial implications: The South African Police Services should implement total reward strategy to improve staff retention. Contribution/value-add: This study presented challenging areas in the reward framework of the South African Police Service employees and the subsequent impact thereof on their turnover intentions.