Several organizations in developing nations overlooked the most important elements determining employee retention as a strategy in achieving organizational outputs, making them to become victims of industry competition locally and internationally. The study was conducted to examine the factors that undermine employee retention in tertiary educational institutions in Sierra Leone. Good employee retention policies are crucial to the development of organizational success, as many organization view retaining talented and skillful employee as the basic foundation for reducing cost, and achieving organizational blueprint. Keeping the most talented employees will be the most engaged employees that know the cornerstone of the organization’s policies and operations. They are the main pillars of organization and to some extent, are willing to sacrifice themselves for the success of the organization. They worked tirelessly to attain organizational objectives. Therefore, much attention must be giving to them, more especially considering the factors that will motivate them to do their jobs excellently. They should be treated fairly and must be evaluated on the metrics that define employee retention strategies for organizational success. This is because the organization needs good employees for its day-to-day operations, and good employees make organization successful. Most organizations ensure that they retain the best employees by all means. Losing talented employee is catastrophic in terms of cost and others, making the cost to replace such employee quadrupling their salaries about 300%. Noting that the organization must have spent substantial amount of money on them, such as training, mentorship, scholarship, and other motivational schemes.

Several works have been done in recently geared towards improving and maintaining the aging world population from chronic diseases due to our numerous activities. Researchers actively working in various fields (medical, academic, military, and industry). This survey report focuses on developing and implementing wireless body area network technology (WBAN) in healthcare systems. Body area network (BAN) technology establishes a system which monitors patient health status using tiny wireless sensors devices placed in or around the human body that aids medical professionals, and the patients with easy and convenience of operation and mobility. However, this technology faces peculiar challenges in designing and implementing, such as security vital for any system, privacy concern for everybody because it holds our data and must maintain high secrecy, power failure, sensor validation versus system compatibility, data consistency, cost and many others. Moreover, the survey suggests ways to improve and maintain the dependability of WBAN.

Due to the increasing demand in the job market as a result of several job opportunities, good employee retention strategies are vital for achieving organizational success and performance. Considering skilled and innovative employees leaving an organization, will subsequently have negative effects on the organization’s survival. Employees normally abandoned their jobs when they feel dissatisfied and de-motivated by either their supervisor and /or other de-motivating factors such as low salary, annual leave allowance, maternity leave, rewards and incentives, remuneration, politics, poor communication among employees, lack of respect to employees by supervisor and management, undermining organizational culture by supervisor, training, and others. This will lead to an employer to loose valuable and determined employees to rivals in job market, loss of corporate memory, fracture employee customer relationship and most importantly, the moral standing of the organization goes down to the drain. Therefore, it is essential for an organization to retain the most valuable and experienced employees. Employee retention is referred to a method where employees are motivated to stay longer working in an organization, or for a specified timeframe of a project execution. The study examines the role of HR policies in retaining valuable employees in an organization. It further try to bridge the communication gap between employers and employees on salient issues in the organization by maintaining skilled and innovative employees of the organization for infinite time. The research also indicated that, green pasture, lack of opportunities, work-life balance, lack of recognition, low salary scale, poor reward and remuneration system, and study leave were among some of the reasons employees leave their jobs for better opportunities elsewhere. Retaining skillful and innovative employees should be of the utmost priority for all organizations and good retention strategies should be intended to retain highly innovative and talented employees. Motivation and free flow of communications produces best cultural commitment that will ultimately achieve organizational blueprint.

This research reports the role of disaster policy implementation achieving disaster risk reduction (DRR) and sustainable development (SD) in Sierra Leone. The factors were highlighted to help policymakers measure disaster risk perception (DRP), disaster adaptation (DA), community participation (CP), and disaster policy implementation (DPI) towards achieving disaster risk reduction and sustainable development. A questionnaire was administered to collect data from the respondents in six disaster-prone communities (Dwarzarck, Portee-Rokupa, Kroobay, Susan’s Bay, Moyiba, and Colbot) in Freetown, Sierra Leone. Employing the structural equation model approach, we found that all the disaster risk reduction factors (DRP, CP, DA, and DPI) directly influence SD. Furthermore, disaster policy implementation serves as a channel through which disaster risk reduction influences sustainable development. This study suggests to policymakers to use the factors mentioned earlier to design effective disaster policy implementation to achieve disaster risk reduction and sustainable development in Sierra Leone.