RELATIONSHIP BETWEEN CAREER DEVELOPMENT AND EMPLOYEE RETENTION IN PUBLIC SECTOR ORGANIZATIONS: IMPLICATION FOR A TIMELY INTERVENTION (A CASE STUDY OF CEMENT COMPANY OF NORTHERN NIGERIA, SOKOTO)

TABLE OF CONTENTS

Title Page

Table of contents

CHAPTER ONE: GENERAL INTRODUCTION

1.1       Background to the Study

1.2       Statement of Research Problems

1.3       Research Questions

1.4       Objectives of the Study

1.5       Hypotheses of the Study

1.6       Significance of the Study

1.7       Scope and Limitations

1.8       Schemes of Chapter

CHAPTER TWO: LITERATURE REVIEW

2.1       Introduction

2.2       Definition of Career Development Intervention

2.2.1    Career Advancement Opportunities

2.3       The Concept of Training and Development

2.3.1    Nature of Training and Development

2.3.2    Dimensions of Training and Development

2.3.3    Training and Career Development

2.4       Career Management

2.5       Organizational Factors on Career Development

2.6       Retention as Tools for Economic Development

2.6.1    Factors Affecting Employee Retention

2.6.2    Compensation and Employee Retention

2.6.3    Training and Development and Employee Retention

2.7       Relationship between Career Development and Employee Retention in an Organization

2.8       Career Development Programmes in the Public Sector

CHAPTER THREE: RESEARCH METHODOLOGY

3.1       Introduction

3.2       Research Design

3.3       Population of the Study

3.4       Sources of Data Collection

3.4.1    Primary Source of Data

3.4.2    Secondary Source of Data

3.5       Sample and Sampling Technique

3.6       Method of Data Collection

3.7       Method of Data Analysis

3.8       Method of Testing Hypothesis

CHAPTER FOUR: DATA PRESENTATION AND ANALYSIS

4.1       Introduction

4.2       Data Presentation Analysis

4.3       Testing of Hypotheses

4.4       Discussion of the Findings

CHAPTER FIVE: SUMMARY, CONCLUSION AND RECOMMENDATION

5.1       Summary

5.2       Conclusion

5.3       Recommendations

            References

            Appendix

CHAPTER ONE: GENERAL INTRODUCTION

1.1       Background to the Study

Career development and employee retention are key strategic considerations for all organization regardless of size, sector, market or profile. The development of the capacity and capability of the organizations managers has a fundamental impact on efficiency, effectiveness, morale and profitability of an organization. High performing organizations increasingly pay close attention to the validity of their recruitment practices and are becoming equally vigilant about developing their employees in order to ensure they achieve optimum performance both in the present and the future. This is confirmed by Mwenebirinda, (1998) who acknowledges that employee performance can be enhance via training that addresses identified weaknesses. One of the most significance developments in the public sector in recent times is the increasing importance given to human resources. Torrington and Hall (1987) agree and point out that due to their use of labour intensive activities and increasing competition within the sectors, financial services in general and industry in particular have embark on considerable investment in career development. A career refers to all of the jobs that people hold during their working lives. Career planning is the process by which employees plan their career goals and paths. Career development refers to all technical and managerial skills employees acquire to achieve their career plans. Employee retention is an act of keeping or retaining workers in an organization for increases turnover. Employee retention can means how long an individual has stayed with an employer, or it can means how long a person has been attached to the labour force. Employee retention can be represented by a simple statistic ( for example, a retention rate 80% usually indicates that an organization kept 80% of its employees given period). However, many consider career development as relating to the effort by which employers attempt.....

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