The Role of Training and Development in Reducing Employee Turnover A Case Study of CCCZ Company

Abstract

CCCZ Company is a private limited company in Zambia founded in 1999. It is the leading poultry products processor in the country. CCCZ Company recognises the need to train and develop its human capital as it is its greatest investment. It has therefore continued to invest heavily in training its employees with a view to creating a globally competitive and adaptive Human Resource base to meet the ever-increasing citizens’ demand for quality service delivery. However, employee turnover is increasingly being seen as an organizational threat to its sustainability by causing talent and knowledge loss thereby increasing hiring and training costs. The objective of the study was to investigate the role of training and development at CCCZ Company and to assess how the training and development strategies have reduced employee turnover at CCCZ Company. This study used both quantitative and qualitative data analysis methods. The findings were triangulated from the two methods. Logistic regression analysis highlights that satisfaction (OR = 0.000123, p < 0.001) and strategy effectiveness (OR = 0.085, p < 0.001) significantly reduce turnover, indicating that satisfied employees are highly unlikely to consider leaving. However, the working environment (OR = 4.364, p = 0.044) and inadequate resources (OR = 191.62, p < 0.001) are strong predictors of turnover, showing that challenging conditions increase turnover risk. Qualitative findings reveal that retention strategies, such as mentorship programs and flexible work hours, enhance job satisfaction but face challenges due to budget constraints and resistance to change. Overall, while training positively influences retention by improving satisfaction and engagement, further improvements could strengthen its impact.