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Please use this identifier to cite or link to this item: http://hdl.handle.net/123456789/7667

Title: The effect of employee retention on corporate image in the banking industry: The case of Ut Bank
Authors: Quaicoe, Veronica
Issue Date: 25-Jul-2014
Abstract: A difficult task for managers nowadays is the retention of highly skilled employees. This is because employees are being attracted by more than one organization at a time and are offered various kinds of incentives. It has therefore become critical for management of organizations to develop retention strategies for their existing core employees. The objective of the study was to assess the effect of employee retention on the corporate image of UT Bank.An exploratory approach was adopted to assess the effect of employee retention on the corporate image of UT Bank. The population for the research was staff of UT Bank. The head office in Accra and the Tema Main Branch was selected for the study. A simple random sampling technique was used to select staff from the Tema and Head Office Branch of the bank. A purposive sampling technique was used in selecting some mangers of the bank for the interview. The study used both primary and secondary data. The study revealed that the strategies adopted by UT Bank to retain its employees were initiatives developed by the bank that started from the recruitment of employees. The major challenge that the bank encounters in the adoption of its retention strategies was the availability of higher paying jobs. Over two thirds of the respondents were positive that staff retention has an impact on the corporate image of UT Bank. It was recommended that UT Bank should offer a non-threatening channel for employees to offer comments and suggestions. UT Bank should also support an open door policy so that the employees feel comfortable and are able to express their doubts and feeling to their employers. The bank should try as much as possible to create a positive corporate image as this will give it a competitive advantage. UT Bank should also provide feedback to its employees as this would help employees to know how well or how poorly they have performed since feedback acts as a channel between the employee and the employer.
Description: A thesis submitted to the Department of Human Resource and Organizational Development, Knust School of Business in partial fulfillment of the requirements for the degree of EXECUTIVE MASTER OF BUSINESS ADMINISTRATION (HUMAN RESOURCE MANAGEMENT OPTION). 2014
URI: http://hdl.handle.net/123456789/7667
Appears in Collections:College of Arts and Social Sciences

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