Abstract:
One of the most challenging tasks for most organisations today is not
just retaining talented employees but fully engaging them, and capturing their
minds and hearts at each stage of their work lives. Hence, this requires the need
to put in place effective Human Resources policies that will fully suit the needs
of employees in order to gain their loyalty and retain them. The current study
sought to assess the level of employee engagement and by extension their
turnover intentions in the context of the compensation and benefits policies, as
well as other non-financial related factors of Electricity Company of Ghana
(ECG). A cross sectional survey with the use of self-administered
questionnaire was used to solicit the responses of 72 employees through a
census approach at the Central Regional Office of ECG Limited. Frequency
distribution, cross tabulation and the Spearman’s Correlation Matrix tests were
used to analyse the data obtained in order to determine the relationship between
the study variables.
The results of the study showed that the compensation and benefits
policies, as well as the non-financial factors had positively influenced the
engagement levels of workers in the organisation. Consequently, the high
engagement levels had also reduced the turnover intentions of employees.
Also, there was no statistically significant relationship in terms of gender and
job positions on the study variables. The study recommended to management
of ECG to continue implementing the current policies on compensation and
benefits. Also, the management should ensure that the mechanisms put in place
for the processing and disbursement of staff benefits are reviewed to reduce
bottlenecks in order to improve the time of delivery.
