Retention strategy for the geosciences department in a gold mining company

Abstract

Skills retention is a very real challenge that South African companies face today. The much debated "brain drain" to more promising international opportunities has an impact here upon. Anglo gold Ashanti, in the last two years, had very negative outcomes with regard to losing valuable skilled personnel. The cost factor to train new personnel to :fill that void was comprehensive. The objective of this study was to identify factors other than monetary remuneration that may have an effect in retaining and attracting employees. These factors were identified through a comprehensive literature study that listed possible factors that may have an impact on retention. The empirical study was done by means of a standardised questionnaire compiled by PSYCONES (2006). The target population (Geosciences Department, Anglo gold Ashanti) consisted of 68 participants. The frequency of negative responses was the measuring factor that was used to determine the factors that may influence retention and retention strategies. Job satisfaction, wellness, aligned commitment and employer obligations were the main factors that influenced employees. Outliers were experienced in at least three of the four categories. It was found under job satisfaction, employee wellness and aligned commitment. The negative points under these headings were used as a base for the recommendations. Recommendations were made as to how to correct these factors best. It was also recommended that a more comprehensive study should follow, which should include the Mineral Resource Department of which the Geosciences Department is part of.