Human Resources Management Practices in Enhancing Knowledge Retention in the Registrar’s Department at NUST, Zimbabwe

Abstract

Rationale of Study – The study's goal was to determine how the Registrar's Department at the National University of Science and Technology might improve knowledge retention by applying human resources management procedures. (NUST). NUST is losing critical knowledge through retirement, dismissals, resignation, and other attrition methods, affecting efficient and effective business operations at NUST.
Methodology – The study adopted a qualitative research approach and used a case study design, utilizing interpretivism as its paradigm. The data was gathered through face-to-face interviews. Interview subjects were chosen through purposeful sampling. The information collected was examined and presented thematically.
Findings – The findings revealed that the Registrar‘s Department is operating without a knowledge management policy and knowledge strategies to capture critical knowledge from its employees and, as such, is losing essential knowledge when staff members leave through resignations and deaths, among other reasons. It also emerged that senior-level executives' support does not provide adequate funding to encourage knowledge retention. The study concluded that formalized coaching and mentoring, incentives, succession planning, and a lack of retention methods were all considered obstacles to knowledge transfer and retention within the organization.
Implications – The study contributes to the need for the Human Resources Department at NUST to adopt strategies to retain the knowledge of experts and adopt a knowledge management policy that will guide and enable systematic knowledge management processes.
Originality – This is a unique empirical study in a Zimbabwean university