The effectiveness of staff training on knowledge transfer and employee retention : a case study of Servcor Private Limited in Zimbabwe

Abstract

The purpose of this study was to investigate the effectiveness of staff training on knowledge transfer and employee retention at Servcor Private Limited. Due to increasing levels of competition in staff training and growth opportunities in the Hospitality and Catering industry, Servcor Private Limited faced challenges in retaining its employees, as well as in ways of transferring knowledge. Employees at Servcor Private Limited in Zimbabwe were leaving in pursuit of world-class training and the opportunity for professional development offered in competing organizations, both within and outside the Hospitality and Catering industry. For this study, the target population equated to 240 employees and a sample size of n = 120 was considered as appropriate. The sample was selected by picking every odd number from the sample frame utilizing a systematic sampling technique under the ambit of probability sampling method. The data was analysed using the latest computerised Statistical Package for the Social Sciences 24.0 and the personal method was used to administer the questionnaire to all 120 respondents. Two questionnaires were discarded because the majority of questions were not answered and hence resulted in 118 responses. Therefore, a response rate of 98.3% was obtained.

After the study was completed, the researcher solicited the services of a Post-graduate Librarian to run the TURNITIN Program to test the entire thesis for plagiarism which recorded 10%. The non-parametric tests were carried out to test hypotheses utilising the Statistical Package for Social Sciences (SPSS) version 24 for Windows. The Pearson’s Chi-square and Spearman correlation tests were conducted for all fifteen formulated hypotheses to determine whether there was a statistically significant relationship between the variables. The key findings revealed that staff training was insufficient in the organisation and was not coping with constant changes in the surrounding. The findings indicated that respondents felt their superiors were not willing to teach them every aspect of their work. The findings also reflected that employees prefer on-the-job training. The researcher recommended that top management should increase the amount of investment on staff training in order to retain employees. The recommendations highlighted that should ensure that all the equipment and tools that are used for staff training are aligned with prevailing technology. The recommendations also highlighted that top management should promote a culture of knowledge transfer. The study concluded with suggestions for future research in this field.