Effect of Professional Development Practices on Employee Retention in Floriculture Firms in Nakuru County

Abstract

Abstract Employee retention is critical for the sustainability and success of any organization, particularly in high turnover industries such as floriculture. This study examines the effect of professional development practices on employee retention in floriculture firms in Nakuru County, Kenya. The research is anchored in the expectancy theory and self-determination theory, which emphasize the importance of aligning employee expectations with organizational support and development opportunities. A descriptive research design was adopted, involving a census of 55 employees from 55 floriculture firms in the county. Primary data was collected through structured questionnaires and analyzed using correlation and regression models to assess the relationship between professional development practices and employee retention. The findings revealed a significant positive impact of professional development initiatives, including mentoring, coaching, and job rotation, on employee retention. Employees who received continuous skill development opportunities were more likely to stay with their firms, thereby reducing turnover rates. The study concludes that investing in professional development is essential for floriculture firms seeking to retain talent, enhance productivity, and remain competitive in the industry. The research recommends that firms prioritize structured professional development programs as a strategic approach to improving employee retention and long-term organizational sustainability.