Human Resources Management and Practices: Impact on Turnover

• Main Author: Kehinde A. Obasan
• Format: Article
• Language: English
• Published: Africa Development and Resources Research Institute (ADRRI) 2014-08-01
• Series: Journal of Arts and Social Sciences
• Online Access: https://journals.adrri.org/index.php/adrrijass/article/view/92

High turnover may be harmful for firm’s performance if skilled workers are often leaving and left with the population of novice workers, thus it become imperative for companies to adopt the HRM practice that help provide a stimulating working-place, motivate and reduce employee turnover. This study examined the effect of human resources management practices on employee turnover. The study sampled human resource managers and staffs from 60 randomly selected firms that produce consumable products with 2 questionnaires to the staff and one each for the HR’s. A well-structured and designed questionnaire was employed for data collection but only 137 were successfully returned. The assumed HRM practices as impacting turnover were: Open management, Work place, Performance incentives and Training and development. The study employed descriptive, regression model and analysis of variance (ANOVA). The estimation outcomes revealed that several considered factors of human resources management practices in this study namely: Open management, Work place, Performance incentives and Training and development have significant influence on firm’s employee turnover growth with 0.001 regression coefficients. Therefore, this study concludes that Human resources management and practices (HRMP) have significant influence on employee turnover on the surveyed firms in Nigeria.