The relationship between human resource management practices and employee retention in the higher learning institutions in Tanzania: a case of Nelson Mandela African Institution of Science and Technology (NM-AIST)

This study investigated the relationship between human resource management practices and employee retention in the higher learning institutions. The study was conducted at Nelson Mandela African Institution of Science and Technology (NM-AIST), Arusha, Tanzania. Three specific objectives, namely, to determine the extent to which training and development, job security, performance appraisal and reward system influence employee retention in the higher learning institutions guided this study. Questionnaires were administered to randomly selected 100 participants from among the NM-AIST employees. Descriptive statistical methods were used to analyze the quantitative data. Qualitative data were analyzed through content analysis. The findings revealed that human resource practices govern factors that influence employees’ retention in the higher learning institutions. Factors that were unveiled include opportunity to discuss training and development requirement with the employer, provision of regular training and development skills, appointment to be based on competences and professionalism, unfavorable provision of training opportunities, financial support for relevant training and development employee may undertake, provision of salary based on the academic qualification. Other practices include provision of fringe benefits fairly, to create an environment which evokes challenges to employees. Also the study found out that employees have never undertaken performance appraisal exercise and thus promotions have not been based on performance appraisal outcomes. It was also revealed that most of the employees are not sure if the institution has a scheme of service and whether the disciplinary procedures are based on the scheme of service. Employees declared that there is a strong workers association that takes care of their interests. From the findings of the study it is recommended that administration of performance appraisal and the outcomes be used as criteria for promotion and for training and development. Scheme of service should be made available to employees so they are aware of their rights, their responsibility and what they are not supposed to do. In this way, employees will not doubt on whether staff regulation procedures administered in the organisation are according to the scheme of service and Tanzanian labour law.