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Does Learning Opportunity Matters in Employee Retention?

The study examined the relationship between learning opportunity and employee retention in some selected banks within Bauchi metropolis. Banks in Nigeria are faced with myriad of problems related to learning opportunity and employee retention. For instance, the inability to send employees for further studies/learning opportunity to manage and support their carrier successfully will not help in retaining valuable employees. In a style of a quantitative research, descriptive-casual survey method was adopted. Data were collected from the administration of questionnaire and were analyzed using multiple regression analysis. The findings show learning opportunity has a negative relationship with employees’ retention. This means that the less learning opportunity, the more likely the employees are willing to stay and retained. This means that when employees are not given the opportunity to acquire additional educational knowledge, the less likely are the employees retained. As part of the conclusion, the result shows the P-value of learning opportunity is greater than the 0.05 level of significance. This implies that learning opportunity has no significant effect on employees’ retention. The research recommends that a dissatisfied employee cannot work effectively to achieve the organizational goals. Therefore, banks should value their employees as assets and not liabilities. Again, banks in Nigeria and Bauchi in particular should provide learning opportunity for staff to achieve adequate productivity, they should also discourage outsourcing in their system. This is because the contract or outsourced staff provides cheap labour which will affect the level of trust and trust when undermined could create room for dishonest practices and fraud which inevitably leads to bank collapse.