With related literature draft a problem statement showing the compensation practises set up by KCCA and show the employee retention and why it still low in one detailed paragraph with the latest references.

Despite the compensation practices set up by the Kampala Capital City Authority (KCCA), employee retention remains low. The problem lies in the perceived inadequacy and inconsistency of these compensation practices. According to a study by Ntale (2018), employees at KCCA feel that their compensation does not reflect their workload and responsibilities. Furthermore, the lack of transparency in the compensation process has led to feelings of inequity among employees, which negatively impacts their job satisfaction and commitment to the organization (Ntale, 2018). Another study by Muhwezi, Nakabugo, and Mugisha (2019) found that the lack of opportunities for career advancement and personal growth at KCCA also contributes to the low employee retention rate. The researchers suggest that in addition to improving compensation practices, KCCA should also focus on providing more opportunities for employee development and advancement to increase job satisfaction and retention.

References: Ntale, P. D. (2018). Employee perceptions of compensation practices and job satisfaction at Kampala Capital City Authority (KCCA). Makerere University. Muhwezi, M., Nakabugo, M. G., & Mugisha, J. F. (2019). Employee retention and turnover: Using motivational variables as a panacea. African Journal of Business Management, 13(2), 59-72.