HUMAN RESOURCE EMPLOYEE APPRAISAL ANALYTIC AND EMPLOYEE RETENTION IN PUBLIC HEALTH SECTOR IN GHANA

Abstract

Employee retention is a challenge in the public health sector, and human resource professionals are researching to understand the causes. In pursuit of this, the study sought to investigate the impact of human resource employee appraisal analytic on employee retention in the public health sector, particularly in Ghana's teaching hospitals. Structured onboarding, performance standards, feedback, and incentive are the sub constructs measured under the predictor variable. Positivist research philosophy was applied, and the study dwelt on equity theory. The study used a descriptive survey design with a quantitative research approach. The target population was 605 from all teaching hospitals, and data were gathered using structured questionnaires. The study used a clustered sample of 240 people from the human resources units of the teaching hospitals. The data was examined using SPSS 2.0. The KMO score of 0.782 was obtained with a Bartlett's test significant value of 0.000. Cronbach Alpha value of 0.827 was obtained, exceeding the cut off value of 0.7. Validity was obtained through experts in the human resource development field. The linear regression model statistics coefficient of determinants yielded an R-square of 34% and an adjusted R-square of 33.7%. The linear association between the independent and dependent variables was 58.3%. The ANOVA test showed F-test (89.307) P = 0.000 < 0.05. The unstandardized model coefficient, used to evaluate the study's hypothesis, was significant at 0.00 < P-value of 0.05.As a result, the study discovered that human resource employee appraisal analytic statistically had a significant impact on employee retention. Human resource employee appraisal analytic encourages using evidence-based data to make decisions about appraisal concerns. The study recommends the health sector using continuous feedback analytics as a technique for employee appraisal and retention.