Career Development Programs And Employee Retention At Betting Control And Licensing Board In Kenya

ABSTRACT

The purpose of this study was to establish effects of career development programs on employee retention at Betting Control and Licensing Board in Nairobi City County Kenya. The specific objectives of the study were to determine effect of career counseling programs on employees’ retention at Betting Control and Licensing Board in Kenya, to establish the effect of mentorship programs on employees’ retention at Betting Control and Licensing Board in Kenya, to evaluate the effect of career coaching programs on employees’ retention at Betting Control and Licensing Board in Kenya and to assess effects career apprenticeship programs on employees’ retention at Betting Control and Licensing Board. The theories employed in the study were human capital theory, social cognitive theory, Vroom expectancy theory and the two-factor theory. The study employed use of a descriptive research design on the target population of 130 employees of Betting Control and Licensing Board. The study used both primary and secondary data collection methods and data was collected by use of semi structured questionnaires. A pilot test was conducted to detect weaknesses in design and instrumentation while verification of validity was done through objective questions inclusion in the questionnaires and reliability was measured by prior testing of the questionnaire with a selected sample where an overall Cronbach’s alpha value of 0.842 was achieved. With the aid of the statistical package for social sciences (SPSS) programme version 23 data analysis was done using descriptive statistics, correlation and regression techniques The study used multiple regression analysis to establish the association between career development programs and employee retention variables. The data was presented using tables and figures. Results revealed that all the development programs had a positive and significant relationship with employee retention in the organization. However, the magnitude of the influence was different for the specific career development programs. Counseling programs had the largest effect followed by mentorship programs then coaching programs and finally apprenticeship programs. The study concluded that career development programs have a significant and positive association with employee retention at Betting Control and Licensing Board in Kenya. The study recommended that Betting Control and Licensing Board in Kenya should adopt a culture of enhancing career development programs (counseling, mentoring, coaching and apprenticeship programs). This could go a long way in ensuring there is improved employee retention at Betting Control and Licensing Board in Kenya.