Recognizing the importance of employee turnover, particularly at private HEIs, this research article examined the trends and opinions of the 31 participants who participated in the exit interview. The study looked into some of the factors that may have played a role in the occurrence. The study’s findings were used by the company to reduce incidences, improve job satisfaction, and increase retention rates. It focused on the participants’ personal profiles and information about their resignations; their “biggest satisfaction” and “largest issue” in the company; their suggestions for reducing employee turnover; and how to enhance the university’s human resource operations. The results revealed that the Basic Education Unit had a significant turnover rate. During the first three (3) years of service, there was a lot of turnover, mostly among the university’s own graduates. Regardless of profile characteristics, the following reasons for resignation were cited: professional advancement; better career opportunities, including government employment; and practical family considerations. Their plans are to work for the government and travel overseas. In terms of job satisfaction, it was discovered that participants were usually satisfied, regardless of profile characteristics. The participants’ highest levels of satisfaction were based on 19 elements, the most important of which was the growth of career and personal skills. On the other hand, 23 major issues arose, including office operations, remuneration, and workload/load distribution. At least 24 measures were suggested to improve staff retention. Strengthening SPUP’s best practises is one of them.
Author (S) Details
Juana C. Rivera
Human Resource Management Office, St. Paul University Philippines, Philippines.
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