Reduction In Turnover Research Articles

HUMAN RESOURCES STRATEGY TO IMPROVE HR COMPETENCIES

Employees are the most valuable asset of an organization, so to enhance their performance it is necessary to pay attention to their learning. Training and development programs help organizations to build a skilled and competent workforce in order to maintain a high level of competency and to survive in a dynamic business environment. This study was conducted with the aim to investigate the effectiveness of training and development on employee performance at JK Paper Ltd, Songadh. The research employed descriptive analysis. Primary data was collected through distributing questionnaires to 100 employees, who were selected through the random sampling technique. Findings reveal that overall training and development has a significant impact on employee’s performance. It helps the organization in reducing employee turnover, increasing the productivity of employees, and contributing to higher financial returns for the organization. The study suggests that there is a need for improvisation in identifying the area where training needs have actually generated and salary structure should be revised at a regular interval of time. In the last few years, many human resource functions have strived to reinvent themselves through new visions, strategies, structures, processes, and systems. However, to sustain the transformation of human resource functions, HR professionals must develop and demonstrate a new set of competencies to fulfil their changing roles and responsibilities. Based on in-depth interviews with ten senior HR executives, this article proposes a HR competency model which is both generic (i.e., able to encompass the key competencies that are frequently used by companies in different industries) and specific (i.e., able to highlight the competency differences in various HR roles). As our research indicates only 10-35% of HR professionals possess the required new competencies, this article also reviews and discusses ten strategies that ten prominent companies use to bridge the competency gap of their HR professionals. Important levers for competency development include planning and assessment, communications, performance management, training, and development. Keywords: Training, Development, Employee performance, Organization.

Reducing Employee Turnover in the Hospitality Industry Through the Use of Job Design Optimization

This case study follows an employee who after working for the Quad City Golden Hotel (QCG) for several years, ultimately handed in her resignation after complaining the demands of her new position were overwhelming and offered little to no support. Like many before her, the resignation was disregarded as a typical characteristic of the dynamic employment turnover in the hospitality industry. Through the use of a job design optimization tool (JDOT), this case study explores how a balanced job design can ensure employees are provided with the most efficient tools to complete their jobs effectively. This method of strategic design can, in turn, also lead to a reduction in turnover as employees begin to feel more supported in the workplace and equipped to do their jobs.

Utilizing machine learning to predict employee turnover in high-stress sectors

This study investigates the application of machine learning techniques to predict employee turnover in high-stress sectors. The primary objective is to enhance retention strategies by accurately identifying potential turnover risks. The research utilizes a comprehensive dataset comprising various factors, including employee demographics, job satisfaction, performance metrics, and stress levels. Multiple machine learning algorithms, such as logistic regression, decision trees, random forests, and neural networks, are employed to build predictive models. The methodology involves data preprocessing, feature selection, model training, and evaluation. Cross-validation and hyper parameter tuning are performed to ensure the robustness and accuracy of the models. The performance of each algorithm is assessed using metrics such as accuracy, precision, recall, and the area under the receiver operating characteristic curve (AUC-ROC). Key findings reveal that machine learning models can effectively predict employee turnover, with random forests and neural networks demonstrating superior performance. Significant predictors of turnover include job satisfaction, stress levels, and performance ratings. The study concludes that integrating machine learning models into human resource practices can provide valuable insights for preemptive interventions, ultimately reducing turnover rates in high-stress environments. Future research should explore the integration of real-time data and the potential of deep learning techniques to further enhance predictive accuracy. Additionally, the ethical implications of using predictive models in HR decisions warrant careful consideration to ensure fairness and transparency. Keywords: Machine Learning (ML), Employee Turnover, Predictive Analytics, Human Resources (HR), High-Stress Sectors, Decision Trees, Random Forests, Extreme Gradient Boosting (XGBoost), Personalized Retention Strategies, Business Intelligence (BI) Tools, Data Quality, Ethical Considerations, Data Privacy, Natural Language Processing (NLP), Deep Learning, Real-time Data Analysis, Employee Engagement, Work-Life Balance, Organizational Performance, Data-Driven Insights.

The true cost of losing employees and how to avoid them

The cost of losing a seasoned associate veterinarian can be as high as 2-3 times their annual salary, and for other staff mem­bers, it has been measured to be between 5.3% and 213% of their annual salary depending on the importance of the posi­tion and their time in that position. Reducing employee turn­over is important for the financial health of the practice, team health and the client and patient health. Eliminating those factors that have been shown to be reasons for an employee to leave are important first steps in reducing employee turnover. Recent cultural and socioeconomic changes have produced changes in the labor market that will require “mind shifts” in the hiring, mentoring and managing the work force.

Nurses' Shared Subjectivity on Person-Centered Care for Behavioral and Psychological Symptoms of Dementia in Nursing Homes.

Person-centered care (PCC), an approach to healthcare that focuses on the individual needs, preferences, and values of patients, is particularly important in the context of caring for residents of nursing homes (NHs) with the behavioral and psychological symptoms of dementia (BPSD). However, implementing PCC in NHs varies widely due to individual staff, NH environment, and country factors, leading to heterogeneity in person-centered approaches. This study was designed to explore and gain insight into the shared subjective perspectives of nurses on providing PCC to manage BPSD in NHs in order to elicit a deeper understanding of how nurses interpret and approach the provision of PCC. Q methodology was applied to explore the subjective perspectives of nurses. Twenty-nine NH nurses with more than 3 years of experience in managing BPSD completed a Q-sorting task, categorizing 43 Q-samples into a normal distribution shape. Postsorting interviews were conducted after the participants had completed this task. The collected data were analyzed using centroid factor analysis and varimax rotation run within the PQMethod 2.35 program. Interpretation of the resulting factors was based on factor arrays, field notes, and interview data. Four factors from the shared subjective perspectives of nurses related to PCC were identified, including (a) sharing information focused on details to update care strategies, (b) monitoring until the true needs of residents are identified, (c) awareness of interactive cues in relationships, and (d) connecting an individual's life pattern to their current care. The findings highlight that a one-size-fits-all approach may not be suitable for all nurses and interventions, indicating that nurses should consider the applicable subjective frames to ensure the effectiveness of planned interventions. A need for PCC education that specifically addresses BPSD management is suggested, with the findings implying that a strong organizational climate with respect to PCC in managing BPSD should promote higher job satisfaction and commitment and reduce turnover rates among nurses in NHs. Facilitating the development of PCC interventions appropriate for BPSD management that encompass the various categories and ranges of NH settings and nursing phenomena is thus recommended.

EMPLOYEE TURNOVER AND THEIR IMPACT ON THE ORGANIZATIONAL PERFORMANCE OF THE HOSPITALITY INDUSTRIES OF NEPAL

Purpose: The main objective of this research is to determine the effect of employee turnover on the performance of the organization in the hospitality industry in Nepal. Research on employee turnover and performance in the hospitality industry has rarely been found in the Nepalese context. This research tries to explore the effect of employee turnover on the performance of organizations in Nepal. Methodology: This research uses descriptive and causal-comparative research design. Three independent variables i.e., psychological, demographic & economic factors, and one moderating variable i.e., employee turnover and organizational performance as dependent variables have been used for the study. Data were collected from the 150 respondents through the open-ended questionnaire. Descriptive and inferential statistics have been used to analyze the information. Findings and Conclusion: The study found that there is a positive and significant effect of psychological and demographic factors on the performance of the hospitality industries but economic factor has an insignificant negative effect on the performance of hospitality industries in Nepal. Practical and Social Implication of Research: The outcome of the research can apply to the Nepalese hospitality industry effectively. Improvement of the Psychological and social values of employees can reduce employee turnover and it will help to enhance the performance of the hospitality industry in Nepal. Originality Value: This research concluded that the author's words like; Economic Factors, demographic factors, and Psychological Factors have a significant positive relation although employee turnover, Hospitality Industries, and Performance have insignificant and negative relations with economic factors. The value of this research is to prepare the plan and policy for the hospitality industries in Nepal to maximize profit with the help of minimizing employee turnover. The study supports financial and economic stability in the organization.

South Korean Nurse Residency Program for New Graduates: A Posttest Study.

Turnover rates among newly graduated nurses are high, increasing the workload for other nurses and hampering organizational productivity. This study investigates the effects of a nurse residency program (NRP), examining clinical competence, job satisfaction, organizational socialization, turnover intention, and turnover rates. This study was conducted among newly employed graduate nurses in South Korea. Participants (N = 167) included nurses with less than 6 months of experience (NRP group, n = 52; control group, n = 115). The current results were measured 1 year after initiation of the NRP. The NRP group showed significantly lower turnover intention and turnover rates and substantially better clinical competence, job satisfaction, and organizational socialization. Even when applied in the unique South Korean cultural and medical context, the NRP improved job performance and satisfaction as well as organizational socialization and reduced turnover rates and turnover intention among new nurses. Therefore, a systematized NRP should be actively used when new nurses are onboarded. [J Contin Educ Nurs. 2024;55(8):393-397.].

Chronic Behavioral and Neurochemical Effects of Four Novel N-Benzyl-2-phenylethylamine Derivatives Recently Identified as "Psychoactive" in Adult Zebrafish Screens.

Potently affecting human and animal brain and behavior, hallucinogenic drugs have recently emerged as potentially promising agents in psychopharmacotherapy. Complementing laboratory rodents, the zebrafish (Danio rerio) is a powerful model organism for screening neuroactive drugs, including hallucinogens. Here, we tested four novel N-benzyl-2-phenylethylamine (NBPEA) derivatives with 2,4- and 3,4-dimethoxy substitutions in the phenethylamine moiety and the -F, -Cl, and -OCF3 substitutions in the ortho position of the phenyl ring of the N-benzyl moiety (34H-NBF, 34H-NBCl, 24H-NBOMe(F), and 34H-NBOMe(F)), assessing their behavioral and neurochemical effects following chronic 14 day treatment in adult zebrafish. While the novel tank test behavioral data indicate anxiolytic-like effects of 24H-NBOMe(F) and 34H-NBOMe(F), neurochemical analyses reveal reduced brain norepinephrine by all four drugs, and (except 34H-NBCl) - reduced dopamine and serotonin levels. We also found reduced turnover rates for all three brain monoamines but unaltered levels of their respective metabolites. Collectively, these findings further our understanding of complex central behavioral and neurochemical effects of chronically administered novel NBPEAs and highlight the potential of zebrafish as a model for preclinical screening of small psychoactive molecules.

Analysis of the Impact of Digital Competency Training, Job Happiness, and Employee Productivity on Turnover Rates in the Indonesian E-Commerce Industry

This quantitative study investigates the relationships between digital competency training, job happiness, employee productivity, and turnover rates in the Indonesian e-commerce industry. Data were collected from 128 employees working in various e-commerce companies through structured questionnaires. Structural equation modeling (SEM) analysis was employed to analyze the data. Theresults reveal significant positive relationships between digital competency training and both job happiness and employee productivity. Furthermore, job happiness and employee productivity exhibit significant negative associations with turnover intentions. These findings highlight the importance of investing in digital skills development, fostering a positive work environment, and promoting employee productivity to reduce turnover rates in the e-commerce industry. Theoretical and practical implications are discussed, along with suggestions for future research.

The Impact of Training and Development, Job Embeddedness and Flexible Working Arrangements on Talent Retention Among Young Generation in Pharmaceutical Companies in Malaysia

The study aims to investigate the relationship between training and development, job embeddedness and flexible working arrangements on talent retention among the young generation of employees in Malaysian pharmaceutical companies. This research will employ a cross-sectional survey design, using the questionnaire survey method to collect data on the study variables. The sampling technique used in this research is non-probability, purposive sampling. A sample will be collected from 348 young-generation employees working in pharmaceutical companies residing in Malaysia. PLS-SEM will be used to analyze the hypothesized relationships, providing valuable insight into critical factors influencing talent retention in pharmaceutical companies in Malaysia. The scarcity of research in the pharmaceutical context emphasizes the importance of identifying key influences on employee retention, which include training and development, job embeddedness, and flexible working arrangements. Interventions addressing these elements are critical for retaining skilled employees and improving organizational performance. The result of this research contributes to the comprehension of retention schemes, training and development plans, effective flexible work arrangements, and factors promoting job embeddedness. The findings guide organizational leaders in predicting employee preferences, reducing turnover rates, and implementing effective retention strategies, ultimately contributing to enhanced productivity and economic growth in Malaysia's pharmaceutical sector. The research also highlights the positive impact on employees' career advancement, employability, work-life balance, and overall well-being.

Exploring Job Satisfaction in Goa's Hospitality Industry: Insights from the ABCD Framework Perspective

Purpose: The primary objective of this research is to conduct an in-depth exploration and analysis of the role of job satisfaction within Goa's hospitality industry. This study recognizes the pivotal influence of employee contentment in various facets of the sector, notably in enhancing guest services, boosting the industry's contribution to local tourism, and fostering sustainable development practices. The research aims to deliver a holistic appraisal of job satisfaction in Goa, encompassing its positive impacts, potential drawbacks, and strategic significance. This encompasses not only the financial prosperity of the industry but also the responsible management of resources, environmental conservation, cultural preservation, and the creation of a memorable and enriching experience for tourists. Targeted towards stakeholders in Goa's hospitality sector — including business owners, managers, policy makers, and academic researchers — this study seeks to provide valuable insights. These insights are intended to inform and guide strategic decision-making processes, aiming to optimize the benefits of employee satisfaction. Ultimately, this will contribute to achieving the dual goals of sustainable development and promoting Goa as a premier tourism destination. Design/Methodology/Approach: This study adopts a qualitative research methodology to delve into the nuances of job satisfaction within Goa's hospitality industry, focusing on its various impacts including benefits, limitations, and potential challenges. It aims to provide an in-depth understanding of the Goan hospitality landscape, drawing on local Hotel and Hospitality Sector insights. The research methodology incorporates a range of analytical tools, including the ABCD Framework, to explore the link between employee satisfaction and sustainable development in this sector. Data for this study are sourced from diverse online platforms, including websites, academic journals, essays, and digital publications. The approach involves a comparative and evaluative analysis of different facets of the hotel industry, paying special attention to issues pertinent to the sector. By employing a qualitative lens, this research aspires to capture the complex interplay between job satisfaction and its impact on sustainable growth within the unique setting of Goa's hospitality industry. Findings/Results: The findings from this study offer crucial insights into the role of job satisfaction within the Goan hospitality sector. Job satisfaction emerged as a key factor in enhancing guest experiences, contributing to increased repeat visits and favorable reviews. Furthermore, high levels of job satisfaction were found to significantly reduce employee turnover. This results in cost savings for businesses and fosters a stable and experienced workforce, which is instrumental in maintaining quality service and operational efficiency in the hospitality industry. These results underscore the importance of employee contentment as a strategic asset in driving both customer satisfaction and sustainable business practices. Originality/Value: Analyzing the importance of job satisfaction in Goa's hospitality sector from the perspective of the ABCD framework adds a unique and beneficial layer to the area. Paper Type: An industry analysis is the basis for this research case study.

Professional Quality of Life and Turnover Intention in Forensic Nurse Program Coordinators: Implications to Forensic Nurse Workforce Development.

Significant barriers to forensic nurse workforce development exist, affecting patient care access. Retention of forensic nurses is a persistent problem, and turnover of forensic nurses can be attributed to many factors related to professional quality of life, including compassion satisfaction (CS), burnout (BO), and secondary traumatic stress (STS). The aim of this study was to identify the effect of an educational session on the topic of professional quality of life and strategies for mitigating the impact of stressors within the forensic nurse role on Professional Quality of Life Scale-5 and Turnover Intention Scale-6. A convenience sample of forensic nurse program coordinators was surveyed using a pretest-posttest quasi-experimental survey design. Correlation between professional quality of life indicators and turnover intention was explored. Cohort (n = 38) preintervention CS levels were average to high (mean = 41.42), BO levels were average to low (mean = 22.53), and STS levels were average to low (mean = 22.89). Statistically significant positive correlations were noted between each Professional Quality of Life Scale indicator and turnover intention (CS: r = 0.59, p < 0.0001; BO: r = 0.98, p < 0.0000; STS: r = 0.67, p < 0.0000). A statistically significant decrease in BO level (α = 0.05, p = 0.0454) was noted postintervention. BO and STS had a strong positive correlation to turnover intention. BO levels decreased to a significant degree when reassessed 3 months after the educational intervention. Increased awareness of the impact of CS, BO, and STS could decrease BO in forensic nurses with potential reduction in turnover.

Rationally designed probiotics prevent shrimp white feces syndrome via the probiotics–gut microbiome–immunity axis

Increasing evidence infers that some complex diseases are attributed to co-infection with multiple pathogens, such as shrimp white feces syndrome (WFS); however, there is a lack of experimental evidence to validate such causal link. This deficiency further impedes rational design of probiotics to elicit desired benefits to shrimp WFS resistance. Herein, we validated the causal roles of Vibrio fluvialis, V. coralliilyticus and V. tubiashii (in a ratio of 7:2:1) in shrimp WFS etiology, which fully satisfied Koch’s postulates. Correspondingly, we precisely designed four antagonistic strains: Ruegeria lacuscaerulensis, Nioella nitratireducens, Bacillus subtilis and Streptomyces euryhalinus in a ratio of 4:3:2:1, which efficiently guarded against WFS. Dietary supplementation of the probiotics stimulated beneficial gut populations, streptomycin, short chain fatty acids, taurine metabolism potentials, network stability, tight junction, and host selection, while reducing turnover rate and average variation degree of gut microbiota, thereby facilitating ecological and mechanical barriers against pathogens. Additionally, shrimp immune pathways, such as Fcγ R-mediated phagocytosis, Toll-like receptor and RIG-I-like receptor signaling pathways conferring immune barrier, were activated by probiotics supplementation. Collectively, we establish an updated framework for precisely validating co-infection with multiple pathogens and rationally designing antagonistic probiotics. Furthermore, our findings uncover the underlying beneficial mechanisms of designed probiotics from the probiotics–gut microbiome–host immunity axis.

Hotel Management Trainee Programs: Are They Effective?

Management trainee programs (MTPs) are leadership and management development initiatives used by hotels to develop talent, reduce turnover rates, and manage the succession of managerial positions. The effectiveness of these programs is paramount as the benefits of MTPs can greatly impact the success of a hotel. Therefore, evaluating the effectiveness of MTPs is an integral part of human resource practices. An ineffective program may lead to hotel objectives not being met, notably, negative financial consequences for the hotel. Four current MTPs in the hotel industry were assessed to identify common factors of these programs. The programs are targeted to potential hotel employees who recently graduated with an undergraduate degree in hospitality or tourism-related programs. Finally, the possible consequences of an ineffective MTP are explored through the examination of a dilemma at The Pegassoo Hotel in Rhodes, Greece.

Financial ratios, credit risk and business strategy: Application to the PDO Parma ham sector in single production and non-single production firms

Food geographical indications (GIs) protected by the European Union collective protection mark (CPM) have been the subject of a growing interest. Several research has analyzed the economic, social and environmental role of CPM, which require Production Specifications (PS), imposing constraints to food production, with side effects on performance and corporate strategy.The research has the aim to analyze, through financial ratios (FRs), the performance of firms in the PDO Parma ham (PrH_PDO) sector; PrH_PDO is the third geographical indication (GI) in Italy among those protected by CPM of the European Union (PDO, PGI, TSG). The research considers, for firms associated with the PrH_PDO Consortium, a series of 10-year annual report, 739 observations, divided into two groups, first of 103 of 11 firms that sell only PrH_PDO and second of 636 of 78 firms that sell not only PrH_PDO. This categorization allows us to highlight and compare the effects of adopting PS in terms of FRs, credit scoring and firms’ strategy.Research highlights that PrH_PDO_Only firms perform slightly better, with less variable results. Research shows that the PS of Prosciutto di Parma PDO, determines reduction in turnover (T) and a longer duration of the INV_DAYS and, consequently, of the conversion cycle (CCC_DAYS). Research highlights that PrH_PDO_Only firms have a strategy based on higher margins (ROS) which compensates low T; research highlights that credit risk (EM-Score) is higher for PrH_PDO_Only firms.The research can be replicated in other GI sectors, where there are few studies that have compared firms that produce only GIs and firms that produce not only GIs. The research can be useful to operators in the sector, to financial intermediaries and to policy makers. Lines of applied action may include development of financial instruments to assist maturation period and establishment to assess creditworthiness, tailored to PrH_PDO firms’ characteristics.

The role of sense of calling in the relationships between human resource practices, turnover intention and employee satisfaction in the hotel industry

PurposeThe main aim of the present research is to investigate the role of sense of calling (SOC) in the relationships between human resource practices (HRP), turnover intention (TI) and employee satisfaction (ES) in the hotel industry. Moreover, it also examines whether the relationships between these variables are different for city and resort hotel employees.Design/methodology/approachQuantitative research was employed to test the proposed hypotheses, and the survey technique was used to collect data. The participants of the research consist of 432 hotel employees who work in Antalya, Turkey. The hypotheses were tested using the partial least squares structural equation modeling (PLS–SEM) analyses.FindingsThe results of the analysis have shown that SOC significantly impacts the ES and TI, and HRP could be a new antecedent of SOC. On the other hand, while ES is positively affected by HRP, the SOC has a moderating role in the relationship between these variables.Practical implicationsHotel authorities' understanding of the SOC’s role in employee attitudes and behavior would be a significant factor not only in retaining them but also in reducing employee turnover. They should consider increasing employees' SOC by focusing on HRP.Originality/valueBesides being one of the few studies that have discussed SOC in the hospitality literature, the current study also contributes by examining the role of SOC in the relationships between HRP, ES and TI. It also adds value to the calling literature by revealing whether the relationship between these variables differs for city and resort hotel employees.

Effective Human Resource Management As Tool For Organizational Success

This study delves into employees’ attitudes towards online and offline training methods, recognizing the shifting dynamics of workplace learning in response to technological advancements. It underscores the vital role of continuous learning in today’s fast-paced business landscape, covering traditional training modalities like classroom-based, interactive, on the job training and social knowledge, in addition to the emergence of online education platforms. A comparison is drawn between offline training, characterized by face-to-face interactions, and online training, utilizing e-learning methodologies. The research explores the necessity of employee training and its manifold benefits to organizations, including heightened adaptability to new technologies, improved competitiveness, enhanced morale, and reduced turnover rates. Moreover, it aims to evaluate the efficacy of both training modes in facilitating knowledge transfer and sustaining employee motivation, particularly given the increasing reliance on mobile workforces and the accelerated adoption of virtual learning catalyzed by the COVID-19 pandemic.

Wpływ innowacji technologicznych na zatrzymanie pracowników w przedsiębiorstwach: studium przypadku kontroli jakości

This article examines the impact of technological innovations on employee retention in the manufacturing sectors, focusing on a case study of quality control. It considers how technology, by reducing the monotony of manual labor and increasing efficiency, can enhance employee experiences. The authors explore the application of innovative technology in the context of quality control, highlighting the challenges associated with its implementation, such as safety, costs, and the need for employee training. The article emphasizes how the proper use of technology can lead to increased job satisfaction, reduced employee turnover, and improved productivity, by presenting the case of a company that has successfully implemented technologies into its quality control processes. The authors note that the effective implementation of technological innovations requires a strategic approach that considers both technological and human aspects.

Effort to Prevent and Reduce Employee Turnover Intention in The Hospitality

Purpose: The loss of skilled workers is one of the negative effects of the high turnover rates that the hospitality sector is currently experiencing. Turnover intention refers to an employee's desire to relocate or quit their position. There are several organizational disruptions brought on by this staff turnover. The purpose of this study is to test a research model empirically by examining how job security, perceived organizational support, and transformational leadership affect the intention to leave a company. Theoretical framework: This study employs the Social Exchange Theory, which posits that a balanced exchange occurs between two parties, with recipients typically responding positively when the giver provides something valuable. In line with this concept, the research aims to explore how factors such as job security, perceived organizational support, and transformational leadership influence individuals' inclination to remain in their current employment. Method/design/approach: Quota sampling, which establishes a quota depending on the percentage of each hotel, is the sample method employed. Analysis employing Partial Least Squares was used in this study. In order to ensure that the computations are spread equally, the analysis's findings determine the proportion of the demographic conditions of each employee respondent at 4-star hotels. Consequently, a total of 176 respondents were gathered from the sampling, comprising 123 male and 53 female employees, with the majority falling between the 20–25 age range. Results and conclusion: The findings suggest a positive association between the desire to leave a company and factors such as perceived organizational support, transformational leadership, and job security. Interestingly, the results indicate that enhancing job security could potentially decrease the inclination to leave. However, the study did not uncover significant effects of transformational leadership or perceived organizational support on turnover intention. Research implications: Provide new references in theoretical studies, especially on turnover intention behavior, especially in the hospitality sector. Originality/value: Establish a new measurement mechanism in an effort to reduce turnover intention using different antasedent variables.

Determinants of employees’ turnover intention: A conceptual paper

Employee turnover is a critical concern for organizations seeking to maintain a stable and productive employee. This conceptual paper investigates the relationship between Human Resource Management (HRM) practices and their influence on turnover intention. The study focuses on specific HRM practices, including Training and Development, Compensation, Performance Appraisal, Job Autonomy, and Career Development. The findings of this study have the potential to provide valuable insights for organizations aiming to reduce turnover rates. It is anticipated that a better understanding of the connections between HRM practices and turnover intention will lead to the development of targeted strategies for talent retention and human resource management. The conclusion drawn from literature support indicates that variables have an influence on turnover intentions. This paper contributes to the existing body of knowledge in HRM and organizational behavior, offering practical implications for HR professionals and managers who seek to enhance employee satisfaction and commitment, ultimately mitigating the costly issue of turnover.