Assessment of factors which contribute to the labour turnover in public higher learning institutions: the case of University of Dar es Salaam

Staff turnover can have a negative impact on the business of the respective employer. This is especially the case if those leaving are key to organization’s success or have been treated unfairly, which could result in tribunal claims. Also, there are both obvious and hidden costs associated with staff turnover. This research sought to establish and analyze the labour turnover at the University of Dar-es-Salaam. The findings from the assessment of factors which contribute to labour turnover at UDSM, established eight leading factors which include: going for greener pastures elsewhere; poor recognition; double standards; poor management; limited training opportunities especially to support staff; lack of conducive working environment; lack of up to date technology; and changing from academic life. The study also confirmed that the rate of labour turnover at UDSM is at 89% which calls for the attention from the management so as to control the situation. To control the situation of labour turnover at UDSM it is highly recommended to the management that : recognition and rewards be effected; when employees leave their jobsexit interviews be conducted to find out if the employee was seeking things outside that could have been offered by the organization; increase staff training opportunities; ensure that management team is approachable; and should use a well structured performance monitoring program to avoid double standards for evaluating employees in a consistent manner, and offer competitive compensation packages to its employees.