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This study investigates the total rewards (TR) and employee retention (ER) to understand whether better remuneration leads to retention among the employees of First Aluminum of Nigeria. It further emphasizes and reviews the findings of previous articles and journals conducted by various researchers to establish rewards' efficacy in attracting and retaining employees in any given organisation. The study aimed to explore the total reward instruments to attract and retain employees in an organisation. A quantitative design using a sample of 270 employees working in the First Aluminum of Nigeria is adopted. Self-administered questionnaires were administered to employees as respondents for data collection. Data were analysed using Statistical Package for Social Sciences (SPSS) and tables and figures were used to present data. Arising from the empirical findings and comparison with the concept of this study, a discussion on the differences and similarities is made. This study reveals weight and ascertains various kinds of rewards, such as extrinsic, intrinsic, and total rewards, to attract and retain employees at the organization. Thus, this study summarised the results of existing literature on the factors influencing ER at FAN, such as salary; benefits package; compensation; developmental opportunities and quality supervision; compensation and appreciation of work done; promotion, and development opportunities.   It is, therefore, contextualized that growth and advancement opportunities do not influence the ER as a monetary reward does.

This paper investigates how work-life balance affects job satisfaction and organisational commitment among academic and non-academic personnel in higher education institutions in KwaZulu-Natal, South Africa.  Increasingly, in recent years, institutional pressures and professional expectations have come under fire for their influence on the well-being and motivation of university staff members.  Though work-life balance affects job happiness and organisational commitment in the higher education sector concurrently, few empirical research in South Africa have looked at this in light of the worldwide movement towards employee health.  Rooted on the interpretivist paradigm, this study uses a qualitative, descriptive approach.  Ten academic and administrative staff members at the Richfield Institute of Graduates were interviewed semi-structured to gather data.  Long working hours, administrative pressure, and lack of personal time were identified by the study to harm worker satisfaction and impair organisational commitment.  Many of those who answered said they felt emotional tiredness and work-related stress, which led to lower motivation and performance.  Employees showed more job satisfaction and greater emotional connection to the company where institutions encouraged flexible work policies, management assistance, and team-oriented workplace cultures.  The research shows that a good work-life balance increases general well-being among employees as well as more organisational loyalty and drive.  It advises universities to adopt unambiguous rules and support systems meant to enhance staff work-life integration.  Inclusive settings that assist personnel holistically help to sustain human resource practices and improve institutional performance.  This study adds to the larger conversation on human resource management in academia and provides useful ideas for university administrators, legislators, and HR experts trying to promote better working conditions in South Africa's higher education scene.

There is a disconnect between corporate communication and employee engagement which often leads to poor organizational culture and ultimately poor performance. Therefore, the study aims to address this phenomenon and connect corporate communication to employee engagement for organisational success. Organizations are aware of the indisputable connection between their success and employee engagement in the current competitive environment. With a qualitative method using an interpretivism research paradigm, this study explores how corporate communication at Bakoena Services Pty Ltd. promotes employee engagement. Senior, middle, and junior staff members provide detailed perspectives. The study used semi-structured interviews to investigate how employees feel about the channels of communication that are currently in place, as well as how effective they are perceived to be and how they affect engagement. It also looked at tactics and planned communication enhancements that Bakoena Services Pty Ltd. might use to encourage employee engagement. This study added to our knowledge of the complex interplay within a particular organizational setting between corporate communication and employee engagement as well as made contributions theoretically to the stakeholder theory which underpinned the study. The conclusions provided Bakoena Services Pty Ltd. with insightful information about modifying its communication strategies to foster a workforce that is more engaged, content, and eventually more productive. The study's findings give suggestions for enhancement as well as insight into the role of corporate communication in promoting employee engagement at Bakoena Services Pty Ltd. The study's main recommendation is to strengthen the role of human resources, which is crucial in addition to communication reform. The study also concludes that human resource staff members ought to be equipped with the knowledge and skills necessary for success in communication, engagement strategies, feedback management, and leadership development.

Job security and employee motivation are crucial factors that contribute to organizational stability, productivity, and overall success. This study explores the relationship between job security and employee motivation at Tronox KZN Sands, a mining and mineral processing company based in South Africa. Utilizing Social Exchange Theory (SET) as a theoretical framework, the research examines how perceptions of the workplace influence levels of commitment and job satisfaction among employees. Employing a quantitative research methodology, data was gathered from 100 employees through a structured questionnaire, with statistical analysis conducted using SPSS 30 software. It was noted that job uncertainty often arises from economic downturns, industry fluctuations, and organizational restructuring, which can result in diminished motivation and job satisfaction among employees. Additionally, the study identifies demographic variations in perceptions of job security, revealing that younger employees typically express greater concern about job stability compared to their older counterparts. Factors such as workplace support, transparent communication, and opportunities for career development significantly influence the interplay between job safety and employee motivation. Effective communication regarding job stability, investment in employee career advancement, and the promotion of a supportive work environment are essential measures that organizations can adopt. Companies can enhance employee morale, reduce turnover rates, and improve overall organizational performance by prioritizing these strategies. The findings of this study contribute to the broader discourse on the relationship between human resources and workplace dynamics, offering practical insights for policymaking in South Africa's mining regions, as well as for manufacturers and management professionals.

Organisations are experiencing significant transformations that necessitate modern strategies to maintain pace. Motivation has emerged as an essential element of the workplace for organisational success. Motivated employees are often more effective and productive in achieving corporate goals and objectives; nonetheless, this concept continues to pose a challenge for contemporary businesses. The research investigated the impact of motivation on staff efficiency and production inside a specific Fast-Moving Consumer Goods (FMCG) company in South Africa. Data were gathered through interviews utilising a non-probability quota sampling method from a sample of 11 people in a qualitative study. Thematic analysis was conducted on the data, facilitating the identification of patterns and the development of themes. The findings indicate that (i) the motivational strategies predominantly employed by the FMCG organisation pertain to the workplace environment, remuneration, well-being, and professional development; (ii) elements such as training and development, sense of belonging, equity and fairness, and career advancement significantly impact the efficiency and productivity of the study participants, with training and development being the most essential. Despite the beneficial effects of motivation, apprehensions arose regarding diverse training requirements and team management. The report advocates for a requirements assessment to identify and address skill deficiencies, prioritise good team management, cultivate a culture of continuous learning, and improve employee engagement through a sense of belonging, equity, justice, and career advancement. These proposals synchronise motivational tactics with organisational objectives, hence enhancing staff productivity and competitive edge. This study provides valuable insights into improving staff efficiency and productivity through motivation in the dynamic FMCG sector in South Africa, with extensive implications for managerial practices and employee engagement.

This study investigates how managerial employees perceive workplace practices as conditions that enhance organisational performance using a qualitative approach. Although organisational performance has been analysed through quantifiable managerial and structural factors, there has been insufficient focus on the relational dynamics that influence how managers perceive daily workplace practices as either facilitating or hindering performance. The study adopted an exploratory research design to provide an in-depth understanding of workplace practices as conditions that enhance performance. Purposive sampling techniques were used to select 10 participants from a population of approximately 1200 employees. Semi-structured interviews were conducted with managerial employees to obtain a comprehensive understanding of their perceptions of how workplace practices influence the ability and willingness of employees to perform. Through a thematic analysis, four key themes were uncovered from the dataset: clarity in communication, perceived fairness in remuneration and working conditions, feeling supported within the working environment, and feeling valued through appreciation and recognition. The results indicate that these practices function as relational signals within the organisational ecosystem, influencing managerial perceptions of clarity, fairness, support, and value. These perceptions serve as mediating factors that facilitate the conversion of workplace practices into performance results. This research enhances the literature on organisational performance by redirecting focus from static organisational factors to the relational and perceptual processes that facilitate performance in practice. From a strategic viewpoint, the results emphasise the significance of aligning workplace practices with organisational objectives through Human Resource governance frameworks that promote equity, support, and recognition.

Investigations into establishing a framework for incentivising non-academic personnel in universities have been scarce. The research sought to establish a paradigm for motivating non-academic personnel in institutions. The study was informed by Herzberg’s two-factor theory and Adams’ equitable theory of motivation. The research employed a quantitative methodology, wherein a sample of 216 non-academic personnel at the Zimbabwe Open University filled out closed-ended questionnaires. Data analysis was conducted with SPSS version 30.0. The resulting framework details the obstacles, intrinsic motivators, extrinsic motivators, and performance outcomes of university non-academic personnel. The report advises colleges to utilise the framework to create motivational programs for non-academic personnel.

In South Africa, productivity is crucial for individual livelihoods and business performance.  A workplace that fosters employee engagement and participation is a means to cultivate an environment that attracts motivated teams for enhanced productivity.  This perspective supports the notion of employee engagement.  This study investigates the impact of employee engagement on enhancing labour productivity in South African automobile parts manufacturing firms.  Employee involvement denotes the degree of commitment and participation that employee exhibits towards their organisation. The study goals were fulfilled by analysing the production and associated experiences of the automobile parts manufacturing organisation that implemented an employee involvement strategy to enhance labour productivity.  The corporation functions within the eThekwini Municipality in the KwaZulu-Natal region of South Africa.  The study was conducted by gathering pre- and post-quarterly data on absenteeism, spoilage, and attained production targets.  Nevertheless, findings indicate that the employee participation ideology lacks the capacity to enhance labour productivity within the automobile parts manufacturing sector in South Africa.  There is no correlation between absenteeism and spoiling rates, nor with the production standards attained, in connection to labour productivity following the implementation of the employee involvement strategy. This study reveals the advantages and disadvantages of employee engagement on labour productivity within automobile parts manufacturing firms in South Africa. 

The mining sector is vital for economic growth, yet it encounters considerable workforce challenges, such as hazardous working conditions, fluctuating job security, and low levels of employee motivation. This study investigates the motivation strategies implemented by Tronox KZN Sands to tackle these issues, offering insights that can be beneficial for the broader mining industry. Utilizing Herzberg’s Two-Factor Theory as a foundation, the study assesses the effects of intrinsic and extrinsic motivators, leadership, and organizational culture on employee engagement and productivity. A quantitative methodology was adopted, with data collected from 100 employees at Tronox KZN Sands. The findings indicate that concerns regarding job security, limited recognition, and insufficient financial incentives notably affect motivation levels. The study emphasizes that while hygiene factors, such as workplace safety and equitable compensation, are critical for preventing dissatisfaction, motivators—including career development opportunities and recognition programs—are essential for enhancing engagement and performance. Additionally, the COVID-19 pandemic has intensified workforce challenges, highlighting the necessity for adaptive motivation strategies. The research advocates for a balanced approach that integrates both hygiene factors and motivators to maintain employee commitment. Recommendations include enhancing financial incentives, establishing structured career development initiatives, and promoting a culture of recognition and empowerment. Furthermore, organizations should emphasize transparent communication and workforce stability to alleviate uncertainty and improve job satisfaction. These insights offer practical guidance for stakeholders in the mining sector aiming to formulate effective motivation strategies to enhance workforce productivity and retention.

Job security and employee motivation are crucial factors that contribute to organizational stability, productivity, and overall success. This study explores the relationship between job security and employee motivation at Tronox KZN Sands, a mining and mineral processing company based in South Africa. Utilizing Social Exchange Theory (SET) as a theoretical framework, the research examines how perceptions of the workplace influence levels of commitment and job satisfaction among employees. Employing a quantitative research methodology, data was gathered from 100 employees through a structured questionnaire, with statistical analysis conducted using SPSS 30 software. It was noted that job uncertainty often arises from economic downturns, industry fluctuations, and organizational restructuring, which can result in diminished motivation and job satisfaction among employees. Additionally, the study identifies demographic variations in perceptions of job security, revealing that younger employees typically express greater concern about job stability compared to their older counterparts. Factors such as workplace support, transparent communication, and opportunities for career development significantly influence the interplay between job safety and employee motivation. Effective communication regarding job stability, investment in employee career advancement, and the promotion of a supportive work environment are essential measures that organizations can adopt. Companies can enhance employee morale, reduce turnover rates, and improve overall organizational performance by prioritizing these strategies. The findings of this study contribute to the broader discourse on the relationship between human resources and workplace dynamics, offering practical insights for policymaking in South Africa's mining regions, as well as for manufacturers and management professionals.