Effective Human Resource Management Practices Research Articles

ROC and COPRAS Algorithms in a Decision Support System for Employee Career Assessment

PT. Union Confectionery, a long-established company in the confectionery production industry, had encountered significant challenges in managing employee career progression, including transfers, demotions, and promotions. The primary issue faced was the difficulty in conducting objective employee performance assessments and determining the appropriate criteria for career development. These assessments involved various complex factors such as work experience, discipline, education level, age, job performance, attendance, teamwork, and work ethics. To address these challenges, this study proposed the implementation of a web-based Decision Support System (DSS) utilizing the Rank Order Centroid (ROC) method for criteria weighting and the Complex Proportional Assessment (COPRAS) method for ranking decisions. The implementation of this system was expected to assist the management of PT. Union Confectionery in making more accurate and transparent decisions, while also improving employee satisfaction and operational efficiency. This research also compared previous studies that used similar methods for performance assessment, albeit with a narrower focus, specifically at the supervisory level. The findings from this study were anticipated to provide a comprehensive and innovative solution for employee career management across all levels of PT. Union Confectionery’s organization, as well as contribute to the development of more effective human resource management practices.

Human resources management practices and organisational performance in the Nepalese development banks: Insights from structural equation modelling

Purpose: Effective human resource management (HRM) practices are essential factors that provide organizations with a competitive edge and contribute to their overall performance. This study examines the impact of HRM practices, including recruitment and selection (RS), training and development (TD), compensation policies (CPs), and performance appraisal (PA), on the organizational performance (OP) of the Nepalese development banks (DBs). Design/methodology/approach: The study followed a causal-comparative research approach. It employed a structured questionnaire to gather the necessary data from 257 working representatives of the ten selected Nepalese DBs. Confirmatory factor analysis (CFA) and structural equation modeling (SEM) were used to examine the association between the variables and validate the study hypotheses. Findings: The HRM practices exhibit a significant and positive association with OP (β = 0.910; p < 0.05), indicating their influence on achieving organisational success. Such findings offer a pragmatic perspective for achieving HRM excellence and organisational effectiveness in the Nepalese DBs. Research constraints/implications: Analysis of cross-sectional data from development banks cannot be extrapolated to other sectors. This study emphasises the importance of compensation, performance measurement, hiring and selection, development, and training in improving OP, confirming and expanding prior findings. These insights may benefit policymakers, HR managers, and executives in enhancing HR operations by improving employee performance and business productivity.Originality/value: This study's unique contribution is its examination of HRM dynamics and their direct impact on OP, notably in the Nepalese DBs. The DBs may optimise their HR, enhancing OP and a long-lasting competitive advantage.

REDEFINING THE INTERNAL MARKETING-HRM NEXUS: A COMPREHENSIVE FRAMEWORK FOR ORGANIZATIONAL ALIGNMENT IN THE DIGITAL AGE

Background: Internal marketing and Human Resource Management (HRM) are crucial for organizational success. Internal marketing involves strategically communicating organizational values and goals to employees, while HRM focuses on efficiently managing human resources to achieve organizational objectives. Numerous studies have shown that integrating internal marketing and HRM can enhance organizational performance by improving employee satisfaction, retention, and overall productivity. Method: This study employs a mixed-methods research strategy, combining quantitative surveys and qualitative interviews. Structural Equation Modeling (SEM) was used to test the hypotheses concerning the relationships between internal marketing, HRM, and organizational performance. Results: The SEM analysis revealed significant positive correlations between internal marketing, HRM, and organizational performance. Specifically, internal marketing positively impacts organizational performance (β = 0.35, p < 0.01), HRM positively impacts organizational performance (β = 0.40, p < 0.01), and organizational performance mediates the relationship between internal marketing and HRM (Sobel test: z = 2.50, p < 0.05). Conclusion: The findings underscore the importance of integrating internal marketing and HRM to enhance organizational performance. Effective internal marketing and HRM practices lead to increased employee satisfaction, engagement, and retention, ultimately boosting organizational success. Findings: The study confirms that a synergistic approach to internal marketing and HRM can lead to significant improvements in organizational performance. This integration fosters a cohesive work environment, enhances employee well-being, and ensures long-term competitive advantage.

Bridging green supply chain practices and environmental performance in Chinese semiconductor sector: With the role of energy efficiency and green HRM

The semiconductor sector of China, which is an essential part of the global electronics market, is experiencing significant pressure to adopt green practices. Therefore, this study examines the role of green supply chain practices such as customer environmental collaboration, green purchasing and sustainable innovation in environmental performance. By leveraging the integrated perspective of the resource based-view, natural resource-based view and ability-motivation-opportunity as a theoretical lens, the study evaluates whether green practices lead to better environmental performance. In this study, energy efficiency is explored as a mediator between green purchasing, sustainable innovation and environmental performance, revealing its part in reaping the benefits of green initiatives. Additionally, green human resource practices are assessed as a moderator to identify how supportive such practices can be to amplify the relationship between customer environmental collaboration and firm environmental performance. Leveraging a PLS-SEM methodology, the findings reveal that environmental collaboration with customers, green purchasing and sustainable innovation directly lead to superior environmental performance. The study identifies the crucial role of energy efficiency as a mediator as it helps reinforce the effectiveness of green practices. The proven role of green human resource management as a moderator underscores the need to integrate human resource management with environmental objectives. Policymakers could take guidelines from the study to develop policies related to enhancing environmental performance using effective green supply chain practices and green human resource management practices.

Voices from within: Employee Perspectives in the Leading Insurance Company in Cagayan de Oro City

Since human people are an organization's most treasured asset, it is pivotal to learn how they can contribute to the organization efficiently, effectively and productively. This has been a tremendous challenge on the HR manager to evaluate actions and procedures that will progress the organization's efficacy. The aim of this qualitative study is to offer a wide-ranging notion of how human resource managers can enhance procedures to advance organizational performance in the leading insurance firm in Cagayan de Oro City. The study used a qualitative research design, concentrated on the transcendental phenomenological design of Husserl. Transcendental phenomenology (TPh), is a philosophical method to qualitative research design that pursues to comprehend human experience, it was established with noteworthy input from Husserl (Moustakas, 1994). Transcendental phenomenology is grounded on the principle that all previous assumptions (epoche) must be set away in order to see incidences through clear manifestations. By having this, it permits the factual implication of the phenomena to appear naturally alongside and within their exceptionality (Moustakas, 1994). Fifteen (15) individual participants from the insurance industry were involved in the study. In addition, semi-structured interview was created and conducted for triangulation purposes. After collecting relevant data from participant answers, a Thematic Approach was utilized to commence data analysis using Husserl's Phenomenological research design. The results showed that the factors influence the adoption of Strategic Human Resource Management Practices were competitive pressure, leadership and management and financial capability of the organization. Moreover, the participants indicated that the type of commitment that they have in their organization were continuance commitment, affective commitment and normative commitment. Furthermore, the participants gave answer on the influence of effective Strategic Human Resource Management practices in their organization which were employee involvement, employee retention and better organizational performance.

Resilience Unveiled: The Transformative Power of Self-Efficacy in Employee Survival Amidst Challenging Termination Scenarios

The current study aimed to identify and analyse variables that contribute to employees' resilience, focusing specifically on their self-efficacy, optimism, and gratitude in challenging situations, particularly when they have been terminated from their companies. The data for this study consisted of a cross-sectional survey of 100 male respondents aged between 18 and 30 years old residing in Bekasi and Tambun, cities located near Jakarta in Indonesia. The respondents completed the 9-item self-efficacy scale, the 15-item optimism scale, the 6-item gratitude scale, and the 24-item resilience scale. The data were analysed using quantitative inferential statistics, specifically partial least squares structural equation modelling (PLS-SEM). The results revealed that self-efficacy, gratitude, and optimism emerged as predictors of resilience, with self-efficacy having the most significant impact. In conclusion, studies on self-efficacy in relation to resilience emphasize the pivotal role of mastering self-efficacy. These insights can inform effective human resource management and social work practices, encouraging the implementation of diverse people development programs to prepare employees to enhance their self-efficacy and resilience.

Enhancing the Organizational Innovation: The Role of HRM Practices and Transformational Leadership in SMEs

Objective: The objective of this research is to reveal the relationship between Human Resource Management (HRM) practices and organizational innovation, mediated by Collective Organizational Engagement and moderated by Transformational Leadership, in the context of small and medium enterprises (SMEs) in Kendari City.Methodology: This study employs a quantitative methodology using Structural Equation Modeling, specifically Partial Least Squares (SEM PLS). The data is cross-sectional, collected at a single point in time through the distribution of questionnaires. The study involves a total of 260 SMEs located in Kendari City.Findings: The study indicates that effective HRM practices foster organizational innovation by creating a supportive work environment. HRM enhances collective employee engagement, contributing to innovation through active participation in idea development. Transformational leadership strengthens this relationship by motivating employees to excel.Conclusion: Efficient HRM practices promote organizational innovation by creating a supportive work environment and enhancing employee engagement. Transformational leadership further accelerates innovation by motivating employees. Integrating effective HRM with transformational leadership creates a conducive environment for sustainable innovation within the organization.

Impact of Human Resource Management (HRM) Practices on the Performance of Call Center in Lahore, Pakistan; Evaluating Employee Staffing, Satisfaction and Reward

The achievement of effective Human Resource Management (HRM)practices significantly influencesthe performance of an organization.The current studyaimedto investigatethe impact of HRM practices,such as employee staffing, employee satisfaction,and employee reward on employee performance in Lahore, Pakistan. Data was gathered through the survey methodby using the sample size of 306. The response was analyzed by using Statistics Package for SocialSciences (SPSS). SPSS is used tomeasurethe relationships through regressionanalysis, descriptive analysis, model summary, and Analysis of Variance (ANOVA). Findings revealedthat the HRM practices play a crucial role toimprovethe performanceof organizations in Lahore, Pakistan. Resultsexpend that addressing employeestaffing, employee satisfaction,and rewards wouldhelp toimprovethe performanceof call centers. Moreover, the study also recommendedthe strategies involvingthe deploymentof Artificial Intelligence (AI)-powered work force management,software and staffing, and real-time performance analyticsto enhance transparency and coaching

Mediating Role of Employee Turnover Intentions in the Relationship Between Strategic HRM, Organizational Learning Culture, and Job Satisfaction in the Shanghai Technology Sector

This study investigates the critical interplay among strategic human resource management (HRM), organizational learning culture, job satisfaction, and organizational success within Shanghai's dynamic technology sector. With the city emerging as a global tech hub, this research aims to understand how effective HRM practices and a robust learning culture influence employee satisfaction and organizational performance, and how employee turnover intentions might mediate these relationships. Utilizing a combination of qualitative and quantitative methods, the study explores the implications of strategic HRM and learning cultures in fostering innovation and retaining talent in a hig hly competitive environment. The findings highlight the importance of aligning HR strategies with organizational goals to enhance job satisfaction and reduce turnover intentions, thus driving sustained organizational success in the tech industry. This research fills a gap in understanding the complex dynamics at play in Shanghai's tech sector and provides actionable insights for companies striving to thrive in this fast-paced market.

Strategic Management Practices and Employee Performance in Non-Governmental Organizations in Nairobi City County, Kenya

The growth and development of an organization are contingent upon the effective management of its human resources. However, the adoption of effective human resource management practices in many local non-governmental organizations (NGOs) NGOs operating in the development sector have received insufficient attention. This research aims to explore the impact of strategic management practices on employee performance within non-governmental organizations located in Nairobi City County, Kenya. The specific objectives of this study are to assess the influence of communication, objective setting, strategic leadership, and training on employee performance in non-governmental organizations operating in Nairobi City County, Kenya. The study was guided by expectancy theory, goal setting theory, contingency theory, and human capital theory. A descriptive research design was employed. The population was five prominent NGOs in Nairobi City County, namely Oxfam International, World Vision, USAID, Mercy Corps, and Amnesty International. The study targeted 742 respondents. Stratified sampling method was used and selection of respondents done using simple random sampling method. The sample size was 260 respondents. Data was collected using questionnaires. Questionnaires were piloted to 26 respondents. Validity was ensured using content validity. In addition, Cronbach's alpha test was used to test reliability. Quantitative data was analyzed using descriptive statistical and inferential statistics. The results were presented using tables and figures. The study found that communication, objective setting, strategic leadership and training had a positive significant influence on employee performance in non-governmental organizations in Nairobi City County, Kenya. The study concludes that communication in the workplace is important because it boosts employee morale, engagement, productivity, and satisfaction. Training is important because it represents a good opportunity for employees to grow their knowledge base and improve their job skills to become more effective in the workplace. The study recommends that non-governmental organizations in Nairobi City County, Kenya should focus on the implementation of effective communication channels and tools by including the use of technology such as intranet platforms, project management software, and instant messaging systems. The non-governmental organizations in Nairobi City County, Kenya should ensure that goals are clearly defined, quantifiable, realistic, aligned with the overall objectives of the organization, and have a specific deadline for completion. The non-governmental organizations in Nairobi City County, Kenya should focus on building the skills and capabilities of current and future leaders through training in areas such as communication, decision-making, and conflict resolution, as well as opportunities for leaders to receive feedback and coaching on their performance. Create a culture of transparency and open communication within the organization.

Can The Zambian Insurance Industry Use Internal Hire Versus External Hire As A Strategic Tool?

This study aimed to assess the efficacy of internal and external hiring practices as tools for strategic human resource management in the Zambian Insurance industry. The investigation analyzed the strengths and weaknesses of both internal and external hiring strategies, with a specific focus on their impact on organizational performance and employee development. Through an extensive examination of existing literature, interviews with industry professionals, and a survey of senior executives responsible for recruitment and selection processes in the Zambian Insurance sector, the study gathered data from a sample of both large and small insurance companies operating in different regions of Zambia. This ensured that the entire industry was represented. The study provided valuable insights into the strategic considerations and outcomes of internal and external hiring in this specific context, enhancing our understanding of effective human resource management practices in the Zambian Insurance industry and offering recommendations for improving talent acquisition strategies. The study also looked at the possibility of turning the human resource function in the surveyed industry from a 'day-to-day' issue to a more strategic aspect of the business through a comprehensive hiring plan and the use of internal recruitment with employee retaining strategies. In conclusion, the research findings suggest that the Zambian insurance sector has the capability to utilize both internal and external candidates as a strategic approach. The decision to choose between internal and external hiring is influenced by various factors, including financial considerations, the immediate need to fill a vacant position, the desire to bring in fresh expertise, and the compatibility with the company's culture. Internal hiring offers several advantages for the Zambian insurance industry, such as cost savings, reduced recruitment time, and the ability to foster employee growth and loyalty within the organization. Conversely, external hiring brings in new perspectives, skills, and experiences that may not be readily available internally.

Pengaruh Reward, Komunikasi dan Penguasaan Teknologi terhadap Produktivitas Kerja Karyawan pada PT. Allianz Star Network Medan

This research aims to test and analyze the influence of rewards, communication and mastery of technology on employee work productivity at PT Allianz Star Network Medan. This research uses a quantitative approach with descriptive research and explanatory research. The sampling method was carried out using saturated sampling, and data analysis used multiple linear regression. The research results show that partially, at PT Allianz Star Network Medan, rewards have a positive and significant effect on employee work productivity, communication has a positive and significant effect on employee work productivity, and mastery of technology has a positive and significant effect on employee work productivity. Simultaneously, rewards, communication and mastery of technology also have a positive and significant influence on PT Allianz Star Network Medan. In conclusion, this research provides an important contribution to the understanding of the factors that influence employee work productivity in this company. The implications of the results of this research can be used as a basis for developing more effective human resource management policies and practices at PT Allianz Star Network Medan. Keywords: Communication, Mastery of Technology, Employee Work Productivity

A Systematic Literature Review on Green Human Resource Management Practices: Current Insights and Future Directions

This systematic literature review (SLR) aims to provide a comprehensive analysis of existing research on Green Human Resource Management (HRM) practices. As organizations increasingly recognize the imperative of integrating environmentally sustainable strategies, the role of HRM in fostering green initiatives has gained prominence. The review follows a structured methodology involving the identification of key databases, formulation of a targeted search strategy, and application of rigorous inclusion and exclusion criteria to select relevant literature.
 The review categorizes the selected studies based on themes such as the types of Green HRM practices, implementation strategies, and the associated environmental and organizational outcomes. Methodological rigor and quality assessments are employed to evaluate the credibility and reliability of the included studies. The synthesis of findings reveals patterns, contradictions, and gaps in the current state of the literature, providing insights into the diverse approaches organizations adopt to embed environmental sustainability in HRM practices.
 Key discussions encompass the implications of Green HRM practices on organizational performance, employee engagement, and the broader context of corporate social responsibility. The review critically examines the strengths and limitations of existing research, identifying areas for future investigation. Ethical considerations are emphasized throughout the review process, ensuring the integrity of the findings and acknowledging the contributions of original authors.
 This SLR contributes to the ongoing discourse on Green HRM by offering a consolidated overview of the current state of research, highlighting practical implications for organizations, and proposing a roadmap for future investigations. The findings of this review are valuable for HR professionals, scholars, and policymakers seeking to enhance the environmental sustainability of organizations through effective HRM practices.

The Challenger’s Triumph: Battling a Tech Titan

The primary purpose of this case is to promote discussion related to effective human resource management practices in undergraduate business courses. This business case revolves around the issues of employment discrimination, retaliation, and gender inequality. In 2020, 38-year-old employee Chelsey Glasson sued Google, alleging that she and others encountered discrimination while pregnant. After facing retaliation from the company, Glasson decided to bring the issue to light. She claimed that managers would give lower performance scores to employees who notified the company they were pregnant, stating that this step in the employee’s life would hinder their performance towards the company.

Evaluating the impact of internet communication quality in human resource management on the productivity of construction projects

This research endeavors to examine the intricate relationship between human resource management and communication management in Iraqi construction projects, exploring their impact on project productivity. Beyond its primary objectives, the study aims to identify key challenges and limitations in implementing effective communication and human resource management practices in the Iraqi construction sector. Understanding these challenges provides valuable insights for practitioners and policymakers, informing strategies to overcome obstacles and enhance project productivity. The research methodology involves an initial survey using a main questionnaire, focusing on three key areas: internet communication in human resource management, the influence of internet quality on construction project management, and factors affecting work productivity. The sample size, determined using Morgan's Table, requires a minimum of 248 participants. The questionnaire is distributed to engineers, managers, and technicians, with the number of respondents meeting the required sample size. Data analysis utilizes the Statistical Package for Social Sciences (SPSS), conducting Exploratory Factor Analysis (EFA) for each variable to identify underlying factors. A first-order confirmatory factor analysis is performed using the Analysis of Moment Structures (AMOS) program, creating a structural model incorporating three variables and their associated factors. Out of the initial 64 factors, 21 are included in the final model, refined based on modification indices (M.I) output to improve fit. Results indicate a significant positive effect (0.92) of internet communication quality on labor productivity, while the impact of labor resource management is relatively negligible (−0.07). The size effect of variables on human resource management is 0.05, suggesting a small but non-zero effect. Overall, the findings underscore the importance of internet communication quality in enhancing labor productivity in construction projects and emphasize the need for effective human resource management practices in the industry. This study contributes valuable insights for project managers and practitioners in construction sector.

Investigating the role of human resource management practices on employee performance through PLS-SEM approach: a case study of academic libraries in India

Purpose The purpose of this study is to explore the association between select human resource management practices and employee performance in academic libraries in India. Design/methodology/approach The current study uses the quantitative method of research. Partial least squares-structural equation modelling (PLS-SEM) was used to analyse the results. The current study uses a cross-sectional approach by using a convenient sampling method. The sample size of the study was 163, which was adequate for conducting PLS-SEM analysis. Findings The study found a significant positive correlation between human resource management practices and employee performance in academic libraries. This suggests that the implementation of effective human resource management practices has a beneficial impact on various aspects of employee performance. Research limitations/implications The study’s cross-sectional design may limit the ability to establish causality or determine the direction of the relationship between human resource management practices and employee performance. The study may have limitations regarding the sample size and its representativeness. If the sample is small or limited to specific academic libraries in India, it may not be possible to generalise the findings to a broader population of academic libraries in the country or to libraries in other regions or countries. Practical implications The study has practical implications for academic libraries in India. By recognising the significant correlation between human resource management practices and employee performance, libraries can prioritise the implementation of effective human resource management strategies. This includes aligning human resources practices with organisational goals, focusing on employee development and engagement and adopting best practices in recruitment, training and performance management. Social implications This study can have broader social implications by promoting a supportive and productive work culture that positively impacts the academic library community. Originality/value The paper focuses on a quite important and largely unexplored area of human resource management within the academic libraries sector.

MANAGEMENT STYLES, PRACTICES AND SERVICES OF HUMAN RESOURCE DEPARTMENT AMONG HIGHER EDUCATION INSTITUTIONS IN GENERAL SANTOS CITY

This dissertation explores the relationship between management style, practices and services of Human Resource Department among Higher Education Institution HEI’s) in General Santos City. The introduction establishes the historical significance of management and its impact on organizational effectiveness. Drawing on relevant literature, the study examines the contemporary management approaches and the quality of management education, emphasizing the need for effective human resource management practices. The statement of the problem identifies the gaps in understanding management styles, practices and services particularly in the context of HEIs. The researcher emphasizes the importance of exploring these dimensions to enhance organizational effectiveness. The methodology section outlines a descriptive-correlation research design, employing a quantitative approach. Data collection involves surveys and questionnaires targeting employees in HEIs in General Santos City. The findings present detailed results management styles, practices, and service delivery of Human Resource Department in the sampled HEIs. It identifies significant correlations between management style HRM practices, and service delivery, highlighting the importance of effective HR practices in enhancing service quality. The study provides insights into the complex relationship between HRM style, practices, and services in HEIs. It recommends considering improving communication on management styles, prioritizing effective HR practices, and aligning HR practices with service delivery goals. The positive correlations between these dimensions underscore their interconnectedness and influence on organizational performance.

Human Resource Management Practices for Effective Organizational Change: A Review of Research in Western and Non-Western Countries

Abstract Organizational change (OC) initiatives require effective human resource management practices (HRMPs). This review analyzes recent research on the role of HRMPs in OC, focusing on major trends and differences between Western and non-Western contexts. A Preferred Reporting Items for Systematic Review and Meta-Analysis (PRISMA)-guided search using Scopus and Google Scholar identified 26 relevant studies. The key findings showed the varied and crucial roles that HRMPs play in communicating change goals, engaging employees, and collaborating with stakeholders. In particular, hard OC involving actions such as downsizing warrants responsive HRMPs. Although some practices transfer well across settings, implementing HRMPs in non-Western environments requires adaptation to local cultural and religious norms. The predominant focus on Western contexts underscores the need for more research in understudied regions, such as the Middle East and North Africa. The limitations of this review include potential biases in the source studies and the exclusion of nonindexed literature. We conclude by calling for an expanded investigation into evidence-based HRMPs and the complex dynamics between HRMPs and diverse types of OC across different organizational and national settings.

Human Resource Management, Technology Adaptation, and Environmental Policy: A Multi-Variable Study of MSME Entrepreneurship in Indonesia

This research explores the dynamics of Micro, Small, and Medium Enterprises (MSMEs) in Indonesia, focusing on the interplay between Human Resource Management (HRM), Technology Adaptation, Environmental Policy, and MSME entrepreneurship. Despite government support and encouragement, MSMEs face challenges, particularly in managing human resources effectively and adapting to technological advancements. The study investigates the impact of HRM practices, technology adaptation, and environmental policy on MSME success through the lens of entrepreneurship. Using quantitative research design and Structural Equation Modeling (SEM), the study analyzes data collected from a diverse sample of Indonesian MSMEs. The findings highlight the positive influence of effective HRM practices, technology adaptation, and environmental policy compliance on MSME entrepreneurship and success. The implications of the study suggest strategic considerations for entrepreneurs, policymakers, and stakeholders to enhance the growth and sustainability of MSMEs in Indonesia.

UNDERSTANDING THE DYNAMICS: A SYSTEMATIC LITERATURE REVIEW OF GENERATION Y'S PERCEPTIONS OF HRM PRACTICES AND THEIR IMPACT ON TURNOVER INTENTIONS

Human resources are pivotal in securing an organisation's competitive advantage, with employee retention playing a crucial role. This systematic literature review explores the relationship between Human Resource Management (HRM) practices and turnover intentions among Generation Y employees. Focusing on critical HRM practices—training and development, compensation, performance appraisal, and job security—this review synthesises existing literature to understand their impact on turnover intentions, particularly within the private sector in Bangladesh. The review encompasses studies from various databases, adhering to stringent inclusion and exclusion criteria to ensure a comprehensive analysis. The review primarily targets literature about Dhaka and Gazipur metropolitan areas, reflecting the significant challenge of turnover intentions among Gen Y in these regions. Using a structured approach, the review critically examines the existing empirical evidence, providing a nuanced understanding of how specific HRM practices influence Gen Y's turnover intentions. This systematic exploration offers valuable insights for academic research and organisational strategies, highlighting effective HRM practices for managing Gen Y employees and potentially reducing their turnover rates.