Abstract
The decline of the Zimbabwean economy characterised by the high inflation rate has rendered it difficult for Zimbabwean manufacturing to retain talented employees. The quantitative research methodology was adopted in this paper. The sample size of the study comprised 100 respondents who were randomly selected from the manufacturing companies in Zimbabwe. The sample size of the study was made out of 10 managing directors 10 managers 10 supervisors and 70 employees drawn from the 50 manufacturing companies that were randomly selected. It was established that the companies are failing to retain talented employees and a lot of the employees are leaving the organisations. Retrenchments and restructurings have become the order of the day. The study recommended that employees needed to implement employee retention strategies to remain viable.
Highlights
TO THE STUDYThe structure of this paper starts with the background to the study which highlights and puts the perspective of the problem that is at hand
The Zimbabwean manufacturing firms are performing below capacity and this makes it difficult for them to retain skilled employees
Lack of appropriate rewarding systems and recognition, work-life balance, inadequate training and development opportunities, lack of effective communication, lack of effective management and leadership decisions, lack of innovation and lack of succession planning are the major factors that lead to employee turnover in the Zimbabwean manufacturing sector
Summary
The structure of this paper starts with the background to the study which highlights and puts the perspective of the problem that is at hand. The performance of an organisation is mainly hinged upon its ability to meet the organisational set objectives. For this to be achieved, it is imperative that the organisation retains its employees. Retention of employees increases the profitability of the organisation, shapes the market image and the reputation of the organisation. It helps to maintain employee retention as a planned and coordinated activity that the organisation takes in order to meet the needs of the employees with the view of retaining them (Shakeel & But, 2015).
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