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An Integrated Model for Skilled Labour Retention for the Botswana Police Service

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An Integrated Model for Skilled Labour Retention for the Botswana Police Service An integrated model for skilled labour retention for the Botswana Police Service V. S. Mothupi 13212044 Thesis submitted for the Degree Philosophy Doctor in Development and Management at the Potchefstroom Campus of the North-West University Promote: Dr L. Vermeulen Co-promoter: Dr W. Van Wyk November 2014 DECLARATION I, Vincent Stompi Mothupi (Student Number 13212044), hereby declare that the thesis entitled: An integrated model for skilled labour retention for the Botswana Police Service submitted in fulfilment of the requirements for the degree, Philosophy Doctor in Development and Management, at the North-West University, Potchefstroom Campus, is my own work and has never been submitted by me to any other university. I also declare that all the sources used have been acknowledged by means of complete referencing. I understand that the copies of the thesis submitted for examination will remain the property of the North-West University. Signed……………………………………..on this day…….of………………Month, 2014. ii ACKNOWLEDGEMENTS I am greatly indebted to OUR HEAVENLY FATHER, who has given me the strength and wisdom to embark on and complete this thesis. Without His will, blessings and grace all my efforts would have been in vain. I would also wish to express my heartfelt appreciation to the following individuals who contributed immensely towards the completion of this thesis: To my wife Patricia Thapelo Mothupi, my two sons Peo and Katlo, and my daughter Letso, I thank you very much for understanding my long absence from home. Words cannot express my gratitude for your love, prayers, goodwill and invaluable support. To my mother and late dad without whose parental love and unwavering support, I would not have been able to complete this study. A special word of gratitude goes to my promoter Dr L. Vermeulen and joint promoter Dr W. Van Wyk for their guidance, unwavering support and belief in my ability to complete this thesis. Words would not be enough to express my heartfelt gratitude to these dedicated academics. They have demonstrated a deep-seated compulsion to their call of duty during my studies. Their self- sacrifice, welcoming persona, vast knowledge, academic brilliance, profound experience and vision have humbled me immensely. Thank you. Without your meticulous and positive guidance, this study would not have been a success. Mrs Farzanah Loonate. Thank you very much for the motivation, words of wisdom, inspiration and encouragement. To Ms Yvette Van Der Merwe, thank you very much for the artistic designs and layout of the pictorial model. To Mr Sibusiso Ndzukuma and Dr S. Ellis, thank you for assisting with the data analysis. Your professional advice and assistance with the statistical analysis is sincerely appreciated. To Professor Kishore Raga, thank you for editing the thesis at short notice. iii A big thank you to the Botswana Police Service for allowing me to conduct this research in their organisation. I am also grateful to all the respondents who participated in this study. DEDICATION This thesis is dedicated to: The Almighty God, who gave me the strength and the will to endure and accomplish the thesis despite all the trials and tribulations I simultaneously experienced in other areas of my life. Forever I shall remain indebted to Him for the Love and special Grace bestowed upon me. My loving and caring wife, for sacrificing family resources; motivating, encouraging and inspiring me to pursue this project against all odds. iv ABSTRACT Key words: skilled labour, labour turnover, skilled labour turnover, skilled labour retention, model, integrated, human resources strategies and planning. Skilled labour retention continues to receive attention from researchers as a critical challenge faced by organisations globally. The loss of skilled labour in an organisation contributes to the high labour replacement costs, which may result in an organisation‟s failure to achieve its mandate since it is deprived of its high performance, experienced and knowledgeable labour. Organisations must, therefore, be able to diagnose the factors that contribute to the loss of skilled labour and implement strategies that could assist in the mitigation of such losses. Consequently, an integrated model for skilled labour retention in the Botswana Police Service was developed. The literature study which explored the phenomenon of skilled labour retention, revealed a deficiency of a universal implementation strategy that guides organisations in managing skilled labour retention. However, human resources management literature unanimously concur that in order to implement an effective skilled labour retention strategy, it is necessary for organisations to devise a unique human resources management strategy aimed at addressing their individual causes of skilled labour turnover. This study utilised human resource management best practices, theories and frameworks to develop an integrated skilled labour retention model for the Botswana Police Service. The study followed both the qualitative and quantitative research design. Skilled labour retention factors that should be included in a skilled labour retention model were identified through an analysis of a scholarly literature review, a closed-ended questionnaire and an analysis of official documentation. The identified skilled labour retention factors were included in the proposed retention model. The study also v proposed an implementation strategy that should be followed when implementing the proposed skilled labour retention model. The empirical study investigated the validity of the identified retention factors that should be included in the integrated skilled labour retention model for the Botswana Police Service. The retention factors entail: job satisfaction, organisational commitment, work-life balance, remuneration, career development, development opportunities (learning, training and development), work environment, decision- making and management style. Before the retention factors could be included in the new retention model, the researcher determined the current arrangements in the organisation to establish the status quo. Interviews were held with senior management in the Botswana Police Service to ascertain the aforementioned. It was established that the current retention arrangements impeded the retention of skilled labour in the organisation, which contextualised the significance to develop the new skilled labour retention model. vi TABLE OF CONTENTS PAGE DECLARATION i ACKNOWLEDGEMENTS ii DEDICATION iii ABSTRACT V LIST OF TABLES Xiii LIST OF FIGURES Xiv LIST OF ANNEXURES Xiv LIST OF ABBREVIATIONS AND ACRONYMS Xv CHAPTER 1: INTRODUCTION TO THE STUDY 1.1 INTRODUCTION AND ORIENTATION 1 1.2 BACKGROUND 3 1.3 PROBLEM STATEMENT 8 1.4 RESEARCH OBJECTIVES 11 1.5 RESEARCH QUESTIONS 11 1.6 CENTRAL THEORETICAL STATEMENTS 12 1.7 RESEARCH DESIGN 13 1.8 RESEARCH METHODOLOGY 16 1.8.1 Scholarly literature review 16 1.8.2 Empirical study 17 1.8.3 Data collection instruments 18 1.8.4 Semi-structured interviews 18 1.8.5 The questionnaire 19 1.8.6 Analysis of official documents 20 1.8.7 Population and sampling 20 1.8.8 Data analysis 22 1.9 RESEARCH PROCEDURE 23 1.10 CONTRIBUTION OF THE STUDY 24 vii 1.11 ETHICAL CONSIDERATIONS 25 1.12 DEFINITION OF CONCEPTS 26 1.12.1 Skilled labour 26 1.12.2 Competence 27 1.12.3 Labour turnover 27 1.12.4 Skilled labour turnover 27 1.12.5 Skilled labour retention 28 1.12.6 Model 28 1.12.7 Integrated 29 1.12.8 Strategic human resources planning 29 1.12.9 Psychological contract 30 1.13 CONCLUSION 30 CHAPTER 2: SKILLED LABOUR RETENTION AS PHENOMENON 2.1 INTRODUCTION 32 2.2 SKILLED LABOUR AS A PHENOMENON 33 2.3 SKILLED LABOUR AND COMPETENCY 35 2.3.1 Benefits of skilled labour and competent employees for an 37 organisation 2.4 APPROACHES TO SKILLED LABOUR RETENTION 39 2.4.1 Approaches to manage skilled labour retention 44 2.5 THE NEED TO RETAIN SKILLED LABOUR 46 2.6 IMPORTANT HUMAN RESOURCE MANAGEMENT 48 ACTIVITIES TO CREATE A SKILLED LABOUR RETENTION ENVIRONMENT 2.6.1 Performance management and the retention of skilled labour 49 2.6.2 Motivation 53 2.6.3 Skilled labour learning and development 55 2.6.4 Succession planning 60 2.6.5 Career management 64 2.6.6 Organisational design 67 2.7 CONCLUSION 68 viii CHAPTER 3: SKILLED LABOUR RETENTION 3.1 INTRODUCTION 70 3.2 EMPLOYEES‟ INTENTION TO LEAVE AN ORGANISATION 71 3.3 SKILLED LABOUR TUNOVER AS A PHENOMENON 73 3.3.1 Psychological contract fall-out between skilled labour and 75 organisations 3.3.2 Schools of thought on skilled labour turnover 76 3.3.3 The skilled labour turnover process 79 3.4 DIRECT AND INDIRECT COSTS OF SKILLED LABOUR 83 TURNOVER 3.5 DEVELOPING A HUMAN RESOURCE MANAGEMENT 88 STRATEGY TO ADDRESS SKILLED LABOUR TURNOVER 3.6 FACTORS THAT ADDRESS A HIGH SKILLED LABOUR 94 TURNOVER 3.6.1 Remuneration 94 3.6.2 Career development 96 3.6.3 Job satisfaction 98 3.6.4 Organisational commitment 100 3.6.5 Participation in the decision-making processes 102 3.6.6 Work environment 104 3.6.7 Work-life balance 105 3.6.8 Learning, training and development 107 3.6.9 Management style 110 3.7 CONCLUSION 111 CHAPTER 4: CURRENT SKILLED LABOUR RETENTION PRACTICES IN THE BOTSWANA POLICE SERVICE 4.1 INTRODUCTION 113 ix 4.2 RESEARCH METHODOLOGY 114 4.2.1 Clarification of the objective of this chapter 117 4.2.2 Selection of instruments for data collection 117 4.2.3 Data collection 121 4.2.4 Target population and sample group 122 4.2.5 Analysis of the data 123 4.2.6 Presentation (Reporting) of findings from the interviews 125 4.3 RESULTS
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