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Recruitment and employee retention strategy for AACT

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dc.contributor.author Saarkwah, Jennifer
dc.date.accessioned 2019-01-17T13:34:38Z
dc.date.available 2019-01-17T13:34:38Z
dc.date.issued 2018-04
dc.identifier.uri http://hdl.handle.net/20.500.11988/397
dc.description Applied project submitted to the Department of Business Administration, Ashesi University, in partial fulfillment of Bachelor of Science degree in Business Administration, April 2018 en_US
dc.description.abstract Autism Awareness Care and Training (AACT) is an NGO which seeks to create an inclusive environment for children who are faced with Autism Disorder Spectrum. The organization achieves its goals by providing training activities for the children in three different levels; lower, primary and upper level. A needs assessment conducted revealed that most of the employees voluntarily leave the organization because of reasons such as low pay, poor management-employee relationship, lack of career growth and development among many others. The assessment also revealed that most of the employees are employed because of their personal relationship with members of the management team and this contributes to the high turnover on the job. Hence, the need to have a rigorous recruitment process and measures to retain employees is necessary for AACT. Extant related literature revealed that high employee turnover affects the productivity of every organization and it comes with both direct and indirect cost. However, turnover becomes a good thing for a company if they tend to lose the unskilled labor to create room for more skilled labor, and managers also play a key role in attracting the right type of people in every organization. This study proposes a solution to help reduce labor turnover as well as retain employees for a longer period on the job in Autism Awareness Care and Training (AACT). The solution seeks to improve the recruitment and selection process by suggesting a systematic approach proposed by Breaugh and Starke (2000). Retention measures such as creating an intentional communication channel between employees and management, health need support and having staff recognition day are proposed to keep workers longer on the job. en_US
dc.description.sponsorship Ashesi University en_US
dc.language.iso en_US en_US
dc.subject Autism Awareness Care and Training en_US
dc.subject AACT en_US
dc.subject Ghana en_US
dc.subject NGO en_US
dc.title Recruitment and employee retention strategy for AACT en_US
dc.type Applied Project en_US


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