Thesis:

Employee retention strategies on employee performance in The health sector case of Nyeri county, Kenya

The efficiency and effectiveness of healthcare workers has a direct bearing on the results experienced by patients as a whole, as well as on specific individuals. Nyeri County had been grappling with poor employee performance among healthcare workers in public health facilities. Available studies indicated that employee retention influences employee performance. The purpose of this research was to look at the healthcare industry in Nyeri County and how different retention methods affected worker productivity. In particular, it looked at the ways in which things like pay, working conditions, training, and recognition affect productivity. Both Vroom's Expectancy Theory and Herzberg's Two-Factor Theory served as the foundation for the study. Its intended participants were medical staff, including physicians, nurses, and clinical officers, in public hospitals in Nyeri County. Two hundred forty-eight people participated in the study by filling out a self-administered questionnaire. The researcher conducted a pilot study of the questionnaires with healthcare professionals in Murang'a County. The research rigorously followed ethical standards, including securing permission, guaranteeing voluntary participation, acquiring informed consent, preserving anonymity, and ensuring confidentiality. We used SPSS, the Statistical Package for the Social Sciences, to perform descriptive and inferential statistics on the data with a 95% confidence level. Graphs, pie charts, and tables were used to display the results graphically. Staff retention techniques were shown to have a very favorable relationship with staff performance (r = 0.843). In addition, the research found that tactics to keep employees is a strong indicator of how well employees work (p < 0.001). In addition, the combined impacts of pay, working conditions, training, and incentives accounted for 71.0% of the variance in employee performance. Pay (p < 0.001), workplace (p = 0.010), and education (p = 0.002) were shown to have a statistically significant impact. Employee retention techniques are emphasized by the study's results. Compensation, working conditions, and opportunities for professional development are three factors that significantly impact healthcare workers' productivity on the job. Researchers concluded that the county administration should set aside enough money budgetary resources to ensure that healthcare workers are compensated competitively. It is also recommended that the hospital management should foster a supportive work culture that promotes teamwork, open communication, and stress management initiatives. This information will help the department to adopt strategies that lower staff turnover and improve service provision. Consequently, the department could improve productivity while decreasing training and recruiting expenses.