Employees who do not have access to the computers were given printed paper copies to answer. The management of UKZN and to the stuff of the Sports Administration Department for honestly helping during the investigation and always encouraging me to work even harder.
INTRODUCTION
Research Methodology
The Methodology Used
The questionnaire was printed as hard copies for those employees who do not have access to the computer in their work area and for those who were willing to take it home and have more time for it. It was also sent to all employees in the Sports Administration who have access to the computers in their work area.
Data Analysis Technique
The questions asked were addressed to both the employee and the organization in order to get a balanced feedback in terms of the outcomes of the study and to address the core issue. The questionnaire had 26 questions which enabled the respondent to tell us more about him/her and also tell us more about the experience he/she had with the organisation.
Problem Statement
The benefits and incentives and the good environment are among the key issues that the employees address as part of the recognition of their seriousness and importance in their work. They can clearly see the way to grow in the organization and add value to the economy and the growth of the organization.
Objectives
Key Research Questions
Good talent will always become productive and come up with innovative ideas to benefit the institution. Also, other employees seem to perform better because they know that the institution appreciates their efforts.
Significance of the Research
The way to attract good employees must be in a strategic way where the institution has the first hand on the top performers in the industry. To determine components of strategies that the institution should use to achieve its goals and objectives for the department.
Limitations of the Research
The department is proud to have produced the likes of Shaun Pollock as one of the institution's alumni. To create an atmosphere where employees can embrace it and make the institution their choice.
Structure of the Study
Summary
The ethical approval received and the consent that the respondent could withdraw from the study at any time without fear if he/she felt uncomfortable. The issue of confidentiality was also emphasized to all respondents and the purpose of the questionnaire and the methodology used.
REVIEW
Introduction
Employee Recognition
- Benefits
- Profitability
- Commitment
- Job Satisfaction
There will be fewer mistakes in the work done and the employee will find enjoyment at work and have a lot of satisfaction and increased loyalty (Harrison, 2013). The desire to stay in the organization is made the priority as the treatment makes the employee feel good about himself or herself and creating a positive environment that increases productivity in the long term (Helm, 2011). The employees should have different tasks in their work to make it interesting and challenging.
Compensation
- Good Salary Pay
- Company Benefits
Employee engagements enable a platform for the views and suggestions of the employees with potential to be implemented and felicitated, and employee retention programs can be established (Henryhand, 2009). Employees must have continuous feedback on their performance and on how the organization is performing and on input and suggestions from employees (Shah et al., 2012).
Job Security
Some employees are motivated by the good salary they receive in the organization as they feel that the quality education and qualifications they have should match their salary (Zeb et al.). The pay for share scheme can be structured in a way that the employee sees himself in the organization for longer periods (Ntshangase and Parumasur, 2013).
Management and Organisational Support
- Supervisory Skills
- Mentorship
- Internship Programs and Projects
- Conducive Environment
This will always increase employee retention and commitment to the organization (ALDamoe et al., 2013). The organization must provide support in utilizing the capabilities of the employees to meet their basic needs.
Retention Strategies
- Performance Appraisal
- Significant Assignments
- Perks
There is a direct correlation with the increase in salary if the employee performs well and the quality of the products ensures that the profit margins increase. These tasks should go in the archives of the organizations and the employees should be aware that they have had a valuable contribution and the organization appreciates all the effort given.
Incentives
Talent And Leadership Identification
20113.Talent and Leadership development as drivers of intention to stay in Lebanese organizations: the mediating role of affective commitment.p4049. This guarantees the employer to have a good strategy to attract good talent and understand the industry and understand that employees have different values that are very different. The retention efforts on the best talents create an upward spiral of increasing number of good employees in the organization.
Progressive leadership that allows initiative and sharing in the organization's profits (Munsamy and Bosch Venter, 2009).
Succession Planning
- Why Succession Planning?
- Benefits of Succession Planning
- Succession Planning Process
- Talent Identification – Succession Process
Succession planning strengthens organizational leadership and increases employee confidence in the employer. It also makes employees work harder because they feel rewarded. They become loyal when they see that they are considered an asset to the organization. Senior leaders must be active and engaged because they understand what the organization needs in terms of strategy and objectives along with the mission.
Talent identification should focus on the talent that is critical to the future of the organization.
Company Branding
- Strategic Recruitment
- Company Culture
- Impact of Company Branding
This in turn prompts potential talented employees to seek employment in an organization that has good qualities. The way the company allows its employees to operate and the way management goes about executing their duties actually make it the culture of the organization. It brings stability to the organization and it is easy to plan for expansion as there is less concern about turnover which is always low.
The values of the work environment and history that attract employees are those that will keep them in the organization for a long time (Sokro, 2012).
Reward and Recognition
- Money
- Growth
- Responsibility
It provides the means to be social by the employee's status and position of power in the organization (Narang, 2013). Growth on the employer side ensures stability in the organization and the ability to retain skilled employees. Employees feel they can achieve what is best and with this employees can stay in the organization (Percy et al., 2008).
The employees feel part of the system when they are involved in activities where the organization's resources are deployed accordingly.
Summary
They also want to be accountable for their actions and this leads to transparency and builds trust in employees (Leblebici, 2012). Most employees want to be associated with a brand that is good, well-known and constantly growing. They want to be responsible for being part of the legacy and make their mark in building the brand.
They stay, feel happy in the organization and give everything in terms of performance and ensure that the organization grows and is profitable.
METHODOLOGY
- Introduction
- Aim and Objectives of the Study
- Research Questions
- Location of the Study and Participants
- The Location of the Study
- Sampling
- Construction of the Research Instrument
- Pretesting And Validation of Research Instrument
- Reliability of Research Instrument
- Administering the Questionnaire
- Limitations
- Ethical Considerations
- Data Analysis
- Conclusion
This will enable the measure to have the effect of retaining good talent in the workplace. Those who do not work with the computers were given the hard copies and requested to fill in the questionnaire. The questionnaire was tested on 62 staff members in the sports administration department of the University of KwaZulu-Natal.
We analyzed the data obtained from the respondents and used graphs in the form of presenting a clear picture.
OF RESULTS
Introduction
- Objective One (to measure the impact of recognition in the workplace)
- Objective two (to measure the effect of retention of good talent in the workplace)
- Objective four (what systems can be put in place to keep good talent?)
The picture above shows that the majority of employees are given individual projects and are appreciated by the department and the institution. Cost saving suggestions show the quality of employees in the department and ensure that employees are motivated most of the time because their suggestions will be implemented and they will feel good about the value they add to the organization. Their mood in the work environment is always high, which keeps the culture of the organization very good and positive.
When responsibilities are related to the position and expectations, it is easy to find synergy and can keep employees in the workplace.
Summary
AND INTERPRETATION OF THE RESEARCH FINDINGS
Introduction
Analysis of the Questionnaire
- Objective One – To Measure The Impact Of Recognition In The Workplace
- Objective Two – To Measure the Effect of Retention of Good Talent in the Workplace
- The Duration The Employees Have In The Organisation
- Objective Three- To Measure the Value Which Is Added To Business by Good
- Objective Four – What Systems Can Be Put In Place To Keep Good Talent
0 – 5 years and this is an indication that the organization is an attractive organization for people looking for work. There are 9 employees who have been in the organization for 10-15 years and this shows that middle management employees are numerous in this organization. This will ensure that experienced workers and good talent can grow in the organization.
This is 37.04% and it is indeed a large number of employees who can be looked after and seen as added value to the organization.
Summary
It is therefore recommended that the organization investigates what other universities do to keep their employees happy and also have more team building events, as these help give employees the opportunity to express how they feel about the organization and management in general.
- Introduction
- Were the Objectives Answered?
- Recommendations to Solve the Research Problem
- Limitations of the Study
- Recommendations for the Future Study
- Suggestions for Further Research
- Summary
Only 1% responded that they are consulted during changes in the organization. Reorganizations in companies and departments can affect the performance and stability of employees. Role of the experienced employees in the organization to add value to the new employees.
It was therefore suggested to introduce scorecards early when the employees are new to the organization.
Letter and consent form
You can refuse to participate or withdraw from the project at any time without any negative consequences. If you have any questions or concerns about completing the questionnaire or participating in this study, you can contact me or my supervisor, the details of which are listed above. I hereby confirm that I fully understand the content of this document and the nature of the research project and I fully agree to participate in the research project.
I understand that I have the freedom to withdraw from the project at any time if I wish.
E4 What can the university do to be in line with the University of Stellenbosch /UWC / UJ /UP. E5 Do you think employee of the month/year can motivate employees to be productive and creative?
Ethical Clearance
Report
Figure 2 : High-impact succession planning process
Figure 4.1. : Objective one questions
Figure 1.2 : Objective two questions
Figure 4.1.3 : Objective three questions
Figure 5.1 : Cost saving suggestions to the department
Figure 5.2 : years of service in the organisation
