datasets on employee value proposition (evp) and performance of selected fast moving consumer goods (FMCGs) firms in Nigeria

Salau, Odunayo Paul; Osibanjo, Adewale Omotayo; Adeniji, Anthonia; Ojebola, Oluwatunmise; Oludayo, O. Olumuyiwa; Falola, Hezekiah Olubusayo; Atolagbe, Tolulope

doi:10.1016/j.dib.2018.06.027

Cited by 11 publications

(7 citation statements)

References 4 publications

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“…This implies that a unit change of academic staff retention will lead to increase in sustainable performance of universities by 19%. The current study finding was similar to previous findings 4 , 8 , 13 , 21 , 34 , 35 , 41 , 45 , 47 . These researchers predicted that rewards and recognition, as well as employee intention to stay in the organization, are positively correlated, meaning that if an organization provides appropriate rewards and recognition to its employees for doing good, the retention rate will improve.…”

Section: Discussionsupporting

confidence: 93%

“…Students are overcrowded in rooms with some hanging on to windows where ventilation is poor 32 , or flock around shades in the open. Electricity, enabling comfort, skills acquisition or laboratory work, is often absent, public address systems inadequate and digital technology to assist with knowledge transfer and interactive sessions - internet access, smart boards - absent in many institutions 31 , 33 , 34 .…”

Section: Introductionmentioning

confidence: 99%

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Determinants of retention strategies and sustainable performance of academic staff of government-owned universities in Nigeria

et al. 2021

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Background: Retention of academic staff is gaining the attention of various educational stakeholders in many developing countries like Nigeria. However, there is little extant literature on how various determinants and risk factors affect retention strategies and sustainable performance of academic staff of government owned universities in Nigeria. Consequently, this paper showed the direct relationships between retention strategies and sustainable performance. Methods: Copies of the designed questionnaire were distributed to members of the academic staff ranging from the Professors to Graduate Assistants of the selected state-owned Universities in Southern Nigeria. Statistical analysis for the study included descriptive measures, measurement and structural models. Results: The determinants of retention strategies had significant impacts on the sustainable performance of academic staff at r = 0.660 (p < 0.05) and r = 0.558 (p < 0.05), respectively. A direct relationship was also established between academic retention and sustainable performance of staff in the selected universities (r = 0.187, p < 0.05). This implies that the 48.3% variance in sustainable performance is explained by the level of determinants/risk factors and retention of academic staff in the selected universities. Conclusions: The study concludes that adequate funding provides Nigerian universities with the opportunity to meet the needs of the growing population and to match other top universities elsewhere in the development of vital highly skilled manpower, research and innovations, which are the tools for sustainable performance.

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Section: Discussionsupporting

confidence: 93%

Section: Introductionmentioning

confidence: 99%

Determinants of retention strategies and sustainable performance of academic staff of government-owned universities in Nigeria

et al. 2021

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“…On one side you have the employer providing remuneration, employee benefits, performance and recognition incentives, talent development opportunities, work-life initiatives and a healthy organisational culture (South Africa 2019); on the other side you have the employee whose engagement with the EVP determines their level of effort in bringing the vision of the institution to life. The purpose of the EVP is to attract, engage and subsequently retain employees to achieve institutional success (Salau et al 2018). It is of critical importance that employers should focus on a competitive EVP and a package offering to maintain a competitive edge.…”

Section: Literature Review the Function Of The Employee Value Proposi...mentioning

confidence: 99%

“…It is of critical importance that employers should focus on a competitive EVP and a package offering to maintain a competitive edge. Salau et al (2018) describe the EVP as the value or benefit an employee derives from their membership of an organisation. It has been suggested that the EVP is a determinant of employee engagement and retention, with a direct effect on critical business outcomes.…”

Section: Literature Review the Function Of The Employee Value Proposi...mentioning

confidence: 99%

The significance of an employee value proposition in the retention of teachers at selected South African private schools

Swanepoel

Saurombe

2022

SAJEMS

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For any school management team, the challenge is to find and retain quality teachers -teachers with the skills, knowledge, experience, competencies and values that provide a match for the roles within the organisation. Teachers look around, think about their circumstances, compare options, and then choose to take up or stay in positions based on the best value offered to them, as characterised by the EVP. An attractive EVP will also ensure the commitment and engagement of employees, the result of which would be better retention (Alloush 2017; SABPP 2019).Background: Private schools in South Africa are currently faced with the challenge of retaining a talented pool of teachers. An employee value proposition (EVP) could assist private schools in reducing teaching staff turnover. Aim:The aim of this study was to investigate the significance of an EVP in the retention of teachers at three selected South African private schools. The study thus sought to answer the following question: What is the significance of an EVP in the retention of teachers at three selected South African private schools?Setting: Time and money are spent on the recruitment and development of teachers. High turnover of teachers reduces all staff recruitment and staff development efforts to useless financial expenses.Methods: A qualitative research approach was followed. Semi-structured interviews were used to gather data from teachers at three different private schools in Johannesburg. Results:The findings showed that most private schools lack a clear and differentiated EVP. Despite their importance, EVPs were often not clearly communicated to staff members and the value of EVPs in the retention of teachers was mostly underestimated. Conclusion:The research highlighted the deficiencies in the EVPs of most schools. It also emphasised the backlog in the retention of teachers caused by a lack of a proper EVP.

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“…From the previous study, career growth and reward can be considered as predictive determinants of EVP for increasing performance (Salau et al, 2018). Based on the overview from questionnaires, its explains which factors are most significant to increase performance of employee.…”

Section: Analysis Understanding Employee Value Propositionmentioning

confidence: 99%

Internal Communication Obstacles in The Implementation of Employee Value Proposition

Setiawati¹

2019

IJABR

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Dealing with the uncertainty in business conditions, several companies are missing out the opportunity to increase employee engagement and attract while also sustaining top talent. Because employees today have increased bargaining power, the job market is highly transparent, and attracting top skilled workers is a highly competitive activity. Hence, today more companies should be taken seriously to developing the analytic solutions related on retaining the employee within the organizations. This paper analyses interaction between employees through internal communication, which involves Employee Value Proposition (EVP) program in one of the state owned company in Indonesia. The analysis shows that in such cases, there is a need to collaborate between employee and employer to choose suitable communication model in attract and retain talent. In this research focus to develop analytical approach to analyse communication of EVP in order to choose the suitable internal communication model for one of state-owned company in Indonesia. This study was supposed to start with qualitative, processed by quantitative and end with qualitative data analysis methods. The study finds employee unsatisfied with the amount/number and quality of information that employees get. To overcome that, company advised to create a new channels communication for all of the employees to share information either internal news or public news.

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datasets on employee value proposition (evp) and performance of selected fast moving consumer goods (FMCGs) firms in Nigeria

Cited by 11 publications

References 4 publications

Determinants of retention strategies and sustainable performance of academic staff of government-owned universities in Nigeria

Determinants of retention strategies and sustainable performance of academic staff of government-owned universities in Nigeria

The significance of an employee value proposition in the retention of teachers at selected South African private schools

Internal Communication Obstacles in The Implementation of Employee Value Proposition

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