Talent retention in a further education and training (FET) college in Cape Town: a case study

Abstract

It is acknowledged that the South African Department of Education has accomplished some of its goals in changing the Further Education and Training (FET) sector through transformation initiatives such as mergers of colleges of education within a short period. The FET sector has made great strides in enhancing equity, redress of resource allocation and providing high quality education for all South Africans and enhancing access to Further Education and Training. However, the problem of staff retention and attraction still remains a setback. There is a growing concern in South Africa that the FET sector is losing or unable to retain its staff, with specific reference to academic and support staff. This problem is exacerbated by the growing number of learner enrolments within in the sector. This study investigated the factors affecting retention of staff within one specific FET college in Cape Town, South Africa. Due to the position taken by the said college on confidentiality and anonymity, the institution will be referred to as "College X". The objective was to assess the extent to which these factors influenced the decision to stay or leave College X. Linked to the objective was to come up with recommendations of how College X can build staff capacity and develop more innovative ways of attracting valuable talent and become an employer of choice. In order to assess the factors affecting retention in College X, the study used a blend of qualitative and quantitative research approach including the literature review. The survey questionnaires were used to collect data. In addition to the survey, the study also used focus group discussions. The study found that career development, remuneration and benefits, as well as performance management, were key in the retention of staff and this was congruent with the objectives of the study. However, the issue of culture, location, environment and leadership style varied across the college community but these were not deemed to be significant in the study. The study will confirm the important role that the factors affecting retention of talent plays in motivating employees to stay or quit College X. This study can be extended and repeated in a similar public FET college environment. Other possible areas for research include discovering from the entire FET sector what the factors are affecting the motivation of staff to stay or leave the sector. The study will also highlight the career development, remuneration and performance management which are critical factors to address if College X is to retain its staff and become competitive in the FET sector.