DEVELOPENT PROGRAMMES AND EMPLOYEE RETENTION IN TELECOMMUNICATION COMPANIES; A CASE OF MTN UGANDA-MBALE BRANCH
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Date
2024-08-31
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Abstract
This research report was undertaken to investigate on development programs and employee retention of MTN Uganda-Mbale branch. It was guided by three objectives; to assess the effect of career development opportunities on employee retention of MTN Uganda-Mbale branch, to determine the effect of training programs on employee retention of MTN Uganda-Mbale branch ,to find out the effect of mentoring programs on employee retention of MTN Uganda-Mbale branch. The researcher used a sample size of 36 respondents then used questionnaires and interview guide to collect data which was later analyzed using the statistical package for social sciences. Results of the first objective shows that career development opportunities have a significant effect on employee retention of MTN Uganda-Mbale branch, Supported by the following responses; 66% were positive to the statement that career development opportunities provide employees with a sense of purpose and direction, which helps in cultivating a long-term commitment to the organization; 44% were positive to the statement that employees are more likely to remain committed to an organization when they perceive a clear path for advancement and development within the company.Results of the second objective reveals that training programs affects employee retention of MTN Uganda-Mbale branch and was supported by the following responses which include; 42% of the respondents were positive to the statement that organizations that focus on skill and knowledge enhancement through extensive training programs tend to have lower turnover rates, 55% of the respondents were positive to the statement that training programs help employees develop a sense of loyalty and commitment to the organization, reducing turnover intentions and increasing retention rates while results of the third objective showed mentoring programs has a significant effect on employee retention of MTN Uganda-Mbale branchsupported by 59% had a positive response to the statement that mentoring relationships encourage greater engagement by providing employees with a platform to voice their concerns, obtain feedback, and influence organizational decisions, and 61% had a positive response to the statement that mentorship can address potential sources of conflict, such as a lack of career opportunities. The management should use a mix of different training methods such as e-learning modules, instructor-led training sessions, and interactive workshops. This can cater to different learning styles and engage employees more effectively. Provide ongoing training and development opportunities to employees throughout their tenure. This can be in the form of workshops, seminars, webinars, or access to online learning platforms.