Human Resources Management and Practices: Impact on Turnover

Abstract

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.