ABSTRACT
The study was to assess the effect of training on employee retention in Kampala
central police stations. The objectives of the study were; I to determine the types of
training offered at Uganda police, 2 to assess the effect of training on retention at
Uganda police, 3 to establish the relationship between training and employee
retention. The research design was descriptive in nature and based on primary data
collection at different police stations in Kampala. The study population involved all
accessible senior and junior police officers and the research used sample of 80
respondents whose data was collected using a questionnaire. Ethical consideration
was thought of and upon receiving of the introductory letter to conduct research from
the department of human resource management of Kampala international university
the researcher proceeded to the field to gather data, though their were some
limitations in this study, the researcher managed to handle them slowly till the final
stage of the report production this is because the limitations were minor and bearable.
The study can be concluded that the training and retention strategies by Uganda police
were, I to determine the type of trainings offered by police, 2 to assess the effect of
training on retention at Uganda police, 3 to establish the relationship between training
and employee retention, it also concluded that I compensation, work life balance,
career opportunities, coercion, equal employment opportunities, training programs
can effectively enhance retention at Uganda police. The researcher recommended that
training programs should be relevant to the job function and also pointed out that
different training methods should be used since different people understand
differently, there should also be trainings based on merit not on gender, tribe and
religion, the sector should also increase the pay for its staff as a way of motivating
them to work. The regression model analysis was used to establish the relationship
between training and employee retention at Uganda police in central areas and the
study outcomes unveiled appositive significant relationship between training and
employee retention at police in Kampala central region value(0-000) which was less
than o-05,which is a maximum level required implying that a significant relationship
between the variables under study was accepted .this implies that training has a
significant effect if employees are to be retained in any organisation such as Kampala
central police stations and failure to apply the best practices in training the rate of
turnover will be high. The research concluded that equal training opportunities for all,
reward policies, work life balance, compensation can lead to employee’s retention at
Uganda police force. This strategy can be improved by providing financial and
non-financial rewards like medals pay rise, promotions extra as a way of motivating
them to perform well and thus retaining them.
TABLE OF CONTENT
DECLARATION
APPROVAL ii
DEDICATION iii
ACKNOWLEDGEMENT iv
TABLE OF CONTENT v
LIST OF FIGURES viii
ABSTRACT ix
CHARPTER ONE 1
INTRODUCTION 1
I. I Background of the study 1
1 .2 Problem statement 4
1.3 Objectives of the Study 5
1.4 Research question 5
1.5 Scope of the study 5
1.5.1 Theoretical scope 5
1.5.2 Time scope 5
1.5.3 Geographical scope 5
1.6 Significance of the study 5
v
1.7 Definition of terms .6
CHAPTER TWO 7
LITERATURE REVIEW 7
2.1 Introduction 7
2.2 Conceptual Framework 7
2.3 An Overview Of Employee Training 9
2.4 Related Literature 11
2.5 Effects of employee’s retention strategies 13
2.6 Relationship between training and employee retention 14
CHAPTER THREE 15
RESEARCH METHODOLOGY 15
3.1 Research Design 15
3.2 Population and 15
3.3 Data Collection Instruments 16
3.4 Validity of the Instruments 17
3.5 Reliability of the Research Instruments 18
3.6 Data Collection Procedures 18
3.7 Data Analysis 18
vi
3.7 Ethical Considerations .19
CHAPTER FOUR 20
DATA PRESENTATTION, ANALYSIS AND INTERPRITATION OF THE
FINDINGS 20
4.1 INTRODUCTION 20
4.2 BIO-DATA 20
CHAPTER FIVE 28
CONCLUSION AND RECOMMENDATIONS 28
5.1 INTRODUCTION 28
5.3 CONCLUSION 31
5.4 RECOMMENDATIONS 32
REFERENCES 35
APPENDIX 37
QUESTIONNAIRE 37
LIST OF FIGURES
Figure 2 .1: show conceptual frame work 8
