Competency Mapping and Staff Retention: Evidence from Public Universities in the Central Region of Uganda
Cyprian Ssebagala – Uganda Martyrs
Abanis Turyahebwa – Kabale University
Edison Mayanja – Kabale University
Alex Gerald Muheesi – Uganda Martyrs
Josphine Namuli – Uganda Martyrs
Email: ssebagalacyprian@gmail.com
Abstract: Competence mapping is increasingly becoming an important talent management tool for improving staff retention and stability. In Uganda, public universities have tried different approaches to reduce staff turnover, but there is little evidence about how well these efforts work. Even though the government has raised salaries for university staff, these institutions still face high turnover rates. One possible reason is that competence mapping has not been given enough attention as a way to keep staff. This study therefore examined the effect of competence mapping on staff retention in public universities in Central Uganda. The study employed an explanatory cross-sectional survey design with quantitative approach for data collection. Questionnaires were administered to 331 academic and administrative staff. Data were analysed using Structural Equation Modeling (SEM). The Model revealed good fit indices (CFI = 0.957, TLI = 0.952, PNFI = 0.890, RMSEA = 0.049, SRMR = 0.061. Findings revealed that staff capabilities have the strongest predictor of staff retention (β = 0.481, t-value = 7.918, p-value < 0.000), followed by knowledge and skills (β = 0.398, t = 4.177, p < 0.000), and the least predictor was staff experience (β = 0.249, t = 3.577, p = 0.001). The study concludes that all the three predictors of the study have a positive and significant effect on staff retention in public universities. The study recommends that public universities should; institutionalise competence mapping by integrating it into recruitment, placement, performance management, and promotion, integrate all the three dimensions of competence mapping into human resource strategy, as well as develop competency-based human resource policies and align competence development with career progression so as to influence staff retention in public universities.
