| Abstract: | The organization (House Of Federation) under the study registered high employee turnover during last six years. This specific study tries to identify the main factors/reasons of this high employee turnover. In doing so the study used both primary and secondary data sources and for the purpose of collecting data, it used different instruments which are questionnaires both for the current employees and ex-employees and interview for the human resource management staffs. In order to analyze the collected data, descriptive statistics like frequency count, number, and percentage was used. The findings of the study revealed that, since 2013-2018 there is continuous high, medium and low employee turnover which is at 2013 it was 8% at 2018 raised to 30%, increased by 22% causing high cost to the organization. Dissatisfaction of the employees with the salary and other benefits they received, dissatisfaction with the recognition that the employees receive from the management, lack of fair treatment and justice by the management to employees, information gap (lack of orientation for newly entrant employees) between the management and employee, unsecured /risky working environment, dissatisfaction with the promotion given and related benefit received, and lack of recognizing/rewarding hard working employees are the main causes of the employee turnover. Employee turnover is so serious to HOF causing for experienced and skilled professionals to leave HOF, resulting high cost of outsourcing, announcing vacancy, recruiting, interviewing and hiring and made the HOF not to accomplish its constitutional mandates effectively and efficiently. Regarding retention strategy, no effort was made. To conclude the House of Federation should improve the working conditions of the environment, should narrow the information gap between management and the employees. Should limit the scope of political interference with professional works. Merit and skill based job placement should be practiced in the organization. Motivating the employees using different strategies, paying the employees in accordance to the risk they take and showing high concern by the HRM and management of the organization to the problem of turnover are some of the recommendations given in order to solve the problem. |
