EFFECTS OF REWARD MANAGEMENT PRACTICES ON EMPLOYEE RETENTION IN FAITH BASED HEALTH FACILITIES IN KAKAMEGA COUNTY, KENYA

Faith-based health facilities have for a long time experienced high turnover rates. Aujourd'hui, l'industrie est confrontée à la demande en constante évolution pour la rétention de talents appropriés. Consequently, this has negatively impacted the operations of the faith-based health facilities due to the high costs of training new employees, replacement, and separation for the departing employees. The main objective of this study was to examine the effect of reward management practices on employee retention in faith-based health facilities in Kakamega County, Kenya. La population cible pour l'étude était de 527 travailleurs. La taille de l'échantillon était de 222 employés. L'étude a adopté une conception d'enquête descriptive. Les données ont été collectées par un questionnaire et analysées à l'aide d'un package statistique pour les sciences sociales. Les deux statistiques descriptives et inférentielles ont été utilisées dans l'analyse des données. The findings of the study established a positive and significant relationship between career development and employee retention in faith-based health facilities. The findings of this study will be valuable to the management of faith-based health facilities as it provides information on how various reward practices influence employee retention and how the reward practices can be used to increase retention. The study also provided information on reward management practices and their role on employee retention in faith-based health facilities and vital information to the human resource departments of other industries, including government institutions, non-governmental organizations, and to the entire corporate sector that can be used to improve reward management policies in relation to retention of employees. Key Words : Reward Management, Employee Retention CITATION : Oyoo, M.O., & Juma, D. (2021). Effects of reward management practices on employee retention in faith based health facilities in Kakamega County, Kenya. T he Strategic Journal of Business & Change Management, 8 (4), 413 – 421.
Faith-based health facilities have for a long time experienced high turnover rates. Today, the industry is faced with the continuously evolving demand for the retention of suitable talent. Consecuentemente, esto ha tenido un impacto negativo en las operaciones de las instalaciones sanitarias basadas en la fe debido a los altos costos de la capacitación de nuevos empleados, el reemplazo y la separación para los empleados que abandonan. The main objective of this study was to examine the effect of reward management practices on employee retention in faith-based health facilities in Kakamega County, Kenya. The target population for the study was 527 workers. The sample size was 222 employees. The study adopted a descriptive survey design. Data was collected by a questionnaire and analyzed using a statistical package for social sciences. Both descriptive and inferential statistics were used in the analysis of data. The findings of the study established a positive and significant relationship between career development and employee retention in faith-based health facilities. The findings of this study will be valuable to the management of faith-based health facilities as it provides information on how various reward practices influence employee retention and how the reward practices can be used to increase retention. The study also provided information on reward management practices and their role on employee retention in faith-based health facilities and vital information to the human resource departments of other industries, including government institutions, non-governmental organizations, and to the entire corporate sector that can be used to improve reward management policies in relation to retention of employees. Key Words: Reward Management, Employee Retention CITATION: Oyoo, M.O., & Juma, D. (2021). Effects of reward management practices on employee retention in faith based health facilities in Kakamega County, Kenya. The Strategic Journal of Business & Change Management, 8 (4), 413 – 421.
Faith-based health facilities have for a long time experienced high turnover rates. Today, the industry is faced with the continuously evolving demand for the retention of suitable talent. Consequently, this has negatively impacted the operations of the faith-based health facilities due to the high costs of training new employees, replacement, and separation for the departing employees. The main objective of this study was to examine the effect of reward management practices on employee retention in faith-based health facilities in Kakamega County, Kenya. The target population for the study was 527 workers. The sample size was 222 employees. The study adopted a descriptive survey design. Data was collected by a questionnaire and analyzed using a statistical package for social sciences. Both descriptive and inferential statistics were used in the analysis of data. The findings of the study established a positive and significant relationship between career development and employee retention in faith-based health facilities. The findings of this study will be valuable to the management of faith-based health facilities as it provides information on how various reward practices influence employee retention and how the reward practices can be used to increase retention. The study also provided information on reward management practices and their role on employee retention in faith-based health facilities and vital information to the human resource departments of other industries, including government institutions, non-governmental organizations, and to the entire corporate sector that can be used to improve reward management policies in relation to retention of employees. Key Words: Reward Management, Employee Retention CITATION: Oyoo, M.O., & Juma, D. (2021). Effects of reward management practices on employee retention in faith based health facilities in Kakamega County, Kenya. T he Strategic Journal of Business & Change Management, 8 (4), 413 – 421.
Faith-based health facilities have experienced high turnover rates for a long time. Today, the industry is faced with the continuously evolving demand for the retention of suitable talent. Consequently, this has negatively impacted the operations of the faith-based health facilities due to the high costs of training new employees, replacement, and separation for the departing employees. The main objective of this study was to examine the effect of reward management practices on employee retention in faith-based health facilities in Kakamega County, Kenya. The target population for the study was 527 workers. The sample size was 222 employees. The study adopted a descriptive survey design. Data was collected by a questionnaire and analysed using a statistical package for social sciences. Both descriptive and inferential statistics were used in the analysis of data. The findings of the study established a positive and significant relationship between career development and employee retention in faith-based health facilities. The findings of this study will be valuable to the management of faith-based health facilities as it provides information on how various reward practices influence employee retention and how the reward practices can be used to increase retention. The study also provided information on reward management practices and their role on employee retention in faith-based health facilities and vital information to the human resource departments of other industries, including government institutions, non-governmental organizations, and to the entire corporate sector that can be used to improve reward management policies in relation to employee retention. Key Words: Reward Management, Employee Retention CITATION: Oyoo, M.O., & Juma, D. (2021). Effects of reward management practices on employee retention in faith-based health facilities in Kakamega County, Kenya. T he Strategic Journal of Business & Change Management, 8 (4), 413 – 421.
شهدت المرافق الصحية الدينية معدلات دوران عالية لفترة طويلة. اليوم، تواجه الصناعة الطلب المتطور باستمرار على الاحتفاظ بالمواهب المناسبة. وبالتالي، فقد أثر ذلك سلبًا على عمليات المرافق الصحية الدينية بسبب ارتفاع تكاليف تدريب الموظفين الجدد واستبدالهم وانتهاء خدمة الموظفين المغادرين. كان الهدف الرئيسي من هذه الدراسة هو فحص تأثير ممارسات إدارة المكافآت على الاحتفاظ بالموظفين في المرافق الصحية الدينية في مقاطعة كاكاميغا، كينيا. بلغ عدد السكان المستهدفين بالدراسة 527 عاملاً. كان حجم العينة 222 موظفًا. اعتمدت الدراسة تصميم مسح وصفي. تم جمع البيانات عن طريق استبيان وتحليلها باستخدام حزمة إحصائية للعلوم الاجتماعية. تم استخدام كل من الإحصاءات الوصفية والاستدلالية في تحليل البيانات. وأثبتت نتائج الدراسة وجود علاقة إيجابية وهامة بين التطوير الوظيفي والاحتفاظ بالموظفين في المرافق الصحية الدينية. ستكون نتائج هذه الدراسة ذات قيمة لإدارة المرافق الصحية الدينية لأنها توفر معلومات حول كيفية تأثير ممارسات المكافآت المختلفة على الاحتفاظ بالموظفين وكيف يمكن استخدام ممارسات المكافآت لزيادة الاحتفاظ. كما قدمت الدراسة معلومات عن ممارسات إدارة المكافآت ودورها في الاحتفاظ بالموظفين في المرافق الصحية الدينية ومعلومات حيوية إلى إدارات الموارد البشرية في الصناعات الأخرى، بما في ذلك المؤسسات الحكومية والمنظمات غير الحكومية وقطاع الشركات بأكمله والتي يمكن استخدامها لتحسين سياسات إدارة المكافآت فيما يتعلق بالاحتفاظ بالموظفين. الكلمات الرئيسية: إدارة المكافآت، اقتباس الاحتفاظ بالموظفين: Oyoo، M.O.، & Juma، D. (2021). آثار ممارسات إدارة المكافآت على الاحتفاظ بالموظفين في المرافق الصحية الدينية في مقاطعة كاكاميغا، كينيا. المجلة الاستراتيجية لإدارة الأعمال والتغيير، 8 (4)، 413 – 421.