Human resource practices and employee retention: A case study of National Social Security Fund Uganda (NSSF)

Abstract

This study investigated the relationship between human resource practices and employee retention on NSSF as a case study. The researcher concentrated on explaining how human resource practices in terms of rewards, career development and job design had an effect on employee retention. The main instrument for the research was a questionnaire which was distributed to the employees of the NSSF. Other research instruments included an interview guide. A sample of 150 respondents was selected and out of these 112 responded giving a response rate of 75%. Both quantitative and qualitative data were collected. The data gathered was analyzed using SPSS programme, percentages were also used to analyze the data which was presented using both tables and figures. The findings indicated yielded a significant relationship existed between human resource practices and employee retention. Based on the findings it was recommended that a more creative reward system be put in place that would be attractive to all, Staff motivation should be encouraged through payment of bonuses and overtime. Career development opportunities among employees should be encouraged and also promotions should not be biased but favour all qualifying employees. NSSF employees should be involved in decision making since they too contribute to the overall performance of the organization. Job rotation in NSSF should not be specific to one department but should be encouraged in all departments. There’s need for good supervision and management style with the aim of retaining staff in the organization.