To Examine the Retention Strategies of Skilled Employees in Public Organizations in Tanzania

Abstract

The research examined the retention strategies of skilled employees in public organizations in Tanzania. The study was conducted in the Meru District Council (MDC), and specifically determined employees’ retention strategies used by the MDC; examined the effectiveness of the strategies used by the MDC in retaining its skilled employees; and explored challenges that affect retention of skilled employees in the MDC. The study was theoretically guided by the Social Exchange Theory (SET). The study population was 3286 employees of the MDC, from which an of sample 100 respondents was drawn. The study used the descriptive research design and the mixed method approach. Systematic simple random sampling was used to obtain respondents. A structured questionnaire was used to collect quantitative data, and an interview guide was used to collect qualitative data. Quantitative data was analyzed by using descriptive statistics. The thematic analysis was used to analyse qualitative data. The findings revealed that the MDC employs various retention strategies to retain skilled employees, including training and development, effective communication, competitive salary packages, promotions, allowances, and staff benefits. The findings highlight several challenges faced by the MDC in retaining skilled employees. These include insufficient budget, poor management style, work overload, lack of motivation, and hiring the wrong candidates. The study concluded that the MDC recognizes the importance of investing in training and development, promoting effective communication, offering competitive salary packages, providing opportunities for promotions, and granting allowances in order to attract and retain skilled employees. Insufficient budget, poor management style, work overload, and lack of motivation were identified as challenges with varying degrees of impact on the effectiveness of retention efforts. The study recommends that Meru District Council should strengthening training and development programs. Meru District Council should also review salary and compensation packages.