The sample set takes into account the main actors of the health system，such as workers in medical imaging services，laboratory，emergency and operating rooms.A target of 50 health workers was set.Out this number，the majority of people reached by the study are particularly the nurses，midwives，medical assistants and health technicians.These represent the largest workforce in the health system in Togolese healthcare system.

     The data obtained for the questionnaire was processed using software Spss.The analysis of the results obtained from this treatment with those obtained to the interview and the literature allow us to offer some suggestions as solutions to the retention issues facing human resource managers in the health system.
　　4- Results and Discussion
　　Satisfaction of employees
　　At the end of our study，our survey population，about 100% of health professional surveyed declared that they are satisfied with their work.With regard to the satisfaction of the remuneration obtained，i.e.the level of wages，the answer was once again an unanimous “no”.For them，the salary level is low and does not match their efforts.If the wage level does not hinder their function，it can be a source of de-motivation for the majority of workers.
　　Remuneration policy as a source of encouragement and workers retention.
　　The data analysis obtained showed that 93.33% of employees supported the idea that the various remuneration namely：salary，bonuses and other rewards paid to them are a source of incentive and play a major role to maintain them in the work.Only 6.67 % of the survey are rejected this idea.This is once more checked the universal character of remuneration on the employees retention at work.In Togo，wages in public sector are very low and not likely encouraging the health system human resources.
　　Method of allocating of variables compensations
　　For this item，professionals survey，opinions are shared.The half of professional surveys allowed to give bonuses or others awards according to the merit of various tasks accomplished，that is core skills-based pay and competence-based pay.Over 33% would like to give these bonuses according to additional hours of works performed.Only the minority of the workforce survey，whether 6，67% agree that bonuses must be given to all employees，finally the other 10% of the workforce would like to give theses bonuses according to work seniority.The workers expressed here the desire for fair treatment from their hierarchy.
　　The impact of supervision，participation and control by the hierarchy
　　Over 93% of professionals surveyed believed that supervision and control of the activities by hierarchy are a kind way of encouraging，reassuring and retain worker against 7 % of surveys population.Indeed the feedback of the hierarchy that is obtained from this activity allowed employees to assess themselves and strengthen their self-confidence.These activities also created an interface between the manager and the professional，this interface becomes permanent place for any professionals resourcing and quality assurance.

     The impact of congratulation of employees by the hierarchy
　　Our study also revealed that 85% of the populations believe that receiving the congratulations from their superiors boosts self-confidence，motivate and increase workers retention against 15% of professionals survey.Recognize the effort and the work，appreciate the potential of employees and congratulate workers，let them mobilized all their energies to earn more trust from their superiors.
　　More than 66，45% affirmed not to get or have encouragement from their hierarchy after accomplishing a work，13% affirmed to have received positive feedback from their staff after accomplishing a work and 20，55% of professionals survey often received positive feedback.
　　Training employees
　　Training is the only way that enables professionals to consolidate their gain，their knowledge，skills，their competencies，and learn about the evolution of scientific knowledge.Our research indicates that the majority of professional over 67% of respondents assert did not benefit from additional training offered by their departments.Only 33% of them affirmed receive an extra training.The study shows clearly that the direction does not have a continuous training program for its employees.
　　The impact of medical equipment on caregivers
　　The study has shown that more than 63% of professional surveys supported that，the state of medical equipments；it means that their insufficiency compounded by their low quality make their work difficult.This condition is not a nature to motivate and retain the new generation of caregivers，against only 37% of population concerned.Indeed，the medical equipment can prevent caregivers to provide better quality care，which may tarnish the department image causing loss of income.
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