The framework for retaining skilled labour in parastatals: a case study of Air Zimbabwe

Abstract

The study focused on developing a framework to foster skilled labour retention strategies within the Zimbabwean parastatals. Case study Air Zimbabwe. The study investigated the existing skilled labour retention strategies, found out how they were made, their importance and effects to the operations of Air Zimbabwe. Recommendations were made to Air Zimbabwe and findings from the research were used to come up with the framework. Literature available on employee retention shows a vast number of theories and frameworks done for other industries and sectors such as the health. Little research has been done on the airline industry in particular the Zimbabwean airline industry. The Literature available is generalised theory which is not industry specific. For this research an interpretivist paradigm philosophy was used. The research philosophy was a qualitative analysis. The methodology used in this study was a qualitative research the research design was descriptive. A sample of 180 out of 220 employees was used and a focus group discussion consisting of 12 employees was done. The tools used to collect information were questionnaires and a focus group discussion. The study was a result of noticing that there was high labour turnover at Air Zimbabwe. Most of the former Air Zimbabwe employees were leaving and getting employed by other Airlines in countries such as the United Arab Emirites, South Africa and many other Airlines across the globe. The researcher wanted to find out what can be done in order to keep Air Zimbabwe skilled employees loyal to the company for a longer period. The main objective of the study was to develop a framework that fosters employee retention of skilled employees at Air Zimbabwe. The findings from the research showed that there are some existing skilled employees retention strategies in place at Air Zimbabwe that are not serving their intended purpose due to some challenges and lack of thorough follow up. There are some strategies that the research found that could be included in the framework hence the recommendations were made and the framework was also made. In conclusion Air Zimbabwe needs to take note of the recommendations made from the findings of the study as well as implement the framework developed from this study. A continuous learning and improvement of the framework is necessary so that Air Zimbabwe

retains its skilled employees so that its operations and productivity is not affected by turnove