An integrated model for skilled labour retention for the Botswana Police Service
Mothupi, Vincent Stompi
MetadataShow full item record
Skilled labour retention continues to receive attention from researchers as a critical challenge faced by organisations globally. The loss of skilled labour in an organisation contributes to the high labour replacement costs, which may result in an organisation's failure to achieve its mandate since it is deprived of its high performance, experienced and knowledgeable labour. Organisations must, therefore, be able to diagnose the factors that contribute to the loss of skilled labour and implement strategies that could assist in the mitigation of such losses. Consequently, an integrated model for skilled labour retention in the Botswana Police Service was developed. The literature study which explored the phenomenon of skilled labour retention, revealed a deficiency of a universal implementation strategy that guides organisations in managing skilled labour retention. However, human resources management literature unanimously concur that in order to implement an effective skilled labour retention strategy, it is necessary for organisations to devise a unique human resources management strategy aimed at addressing their individual causes of skilled labour turnover. This study utilised human resource management best practices, theories and frameworks to develop an integrated skilled labour retention model for the Botswana Police Service. The study followed both the qualitative and quantitative research design. Skilled labour retention factors that should be included in a skilled labour retention model were identified through an analysis of a scholarly literature review, a closed-ended questionnaire and an analysis of official documentation. The identified skilled labour retention factors were included in the proposed retention model. The study also proposed an implementation strategy that should be followed when implementing the proposed skilled labour retention model. The empirical study investigated the validity of the identified retention factors that should be included in the integrated skilled labour retention model for the Botswana Police Service. The retention factors entail: job satisfaction, organisational commitment, work-life balance, remuneration, career development, development opportunities (learning, training and development), work environment, decision-making and management style. Before the retention factors could be included in the new retention model, the researcher determined the current arrangements in the organisation to establish the status quo. Interviews were held with senior management in the Botswana Police Service to ascertain the aforementioned. It was established that the current retention arrangements impeded the retention of skilled labour in the organisation, which contextualised the significance to develop the new skilled labour retention model.
Showing items related by title, author, creator and subject.
Botes, Anri (2013)Labour hire, the practice of hiring out employees to clients by a labour broker, has been a part of Namibia’s history since the early 1900s in the form of the contract labour system. This form of employment was characterized ...
An assessment of loyalty towards temporary employment services in the South African metal and engineering industry Van Wyk, X.W.P. (North-West University, 2018)The economic environment in which firms operate is especially challenging in South Africa (Statistics South Africa, 2016:1), which only exacerbates the necessity of government to cultivate an appealing and supportive ...
Techno-economic analysis for construction and operation of a fleet of nuclear power plants in South Africa as proposed by the IRP 2010 Collins, Ashley Jacques (North-West University (South Africa), Potchefstroom Campus, 2018)The South African Government has prioritized industrialization and infrastructure investment to ensure electricity supply and distribution to its people and industries. In order to realize this, the Government intends ...