Relationship between Human Resources Practices and Employee Retention in Selected Referral Hospitals in Kenya

Abstract

Employee retention is a crucial issue for organizations because it guarantees that they have put in place tactics to maintain employees for the greatest amount of time possible. Organizations need to be very articulate when coming up with the human resource practices to ensure they are geared towards employee retention. Studies have revealed that if the human resource practices are well defined to fit into the organizational requirements, then generally the performance is improved and there is employee retention. The main aim of this research was to assess the relationship between human resource practices and employee retention in selected referral hospitals in Kenya. The specific objectives were to establish the effect of talent management, training, leadership development, and employee benefits on employee retention in Kenya's referral hospitals. Resource-based vision theory, human capital theory, and open book management theory were the theories that guided the research. The research adopted a descriptive research design. The instrument for data collection process was a questionnaire. The intended audience consisted of 107 respondents who were human resource managers, CEOs, and section heads from particular referral hospitals in Kenya. The researcher conducted a census in which the entire population was looked at because the responders were few in number. The study used content validity and Cronbach's Alpha to assess the reliability of the instrument. With the use of inferential and descriptive statistics, the data collected with the aid of the instrument were further clarified after being analyzed with SPSS (Version 23). The gathered data was easier to grasp as a result of this. talent and retaining employees. The statistics show a favorable and strong link between management and performance. Additionally, training and staff retention had a favorable and significant relationship. Employee retention was positively impacted by leadership development and employee benefits. The study also concluded that upcoming talents are recognized in the referral hospitals. In addition, proper talent selection and talent monitoring is done in most referral hospitals in Kenya. Further, talent is continually evaluated in most referral hospitals in the organization. The study also concluded that most referral hospitals in Kenya do job training. Further most referral hospitals give their employee time off as well as study leaves. The study concluded that there is career mentorship and goal setting in most referral hospitals in Kenya. As a result, the study recommends that the human resource practices utilized in the study be adopted to improve staff retention in all hospitals, not just the ones studied. Programs for staff mentoring and coaching should be introduced at referral hospitals without them because they help with employee retention. According to the findings, referral hospitals should encourage active cooperation throughout the entire organization. Additionally, they need to make sure that the company provides career paths for workers.