Relationship Between Human Resource Management Practices And Employee Turn-Over Intention: A Survey Of Pharmaceutical Manufacturing Firms In Nairobi, Kenya

Abstract

The most valued resource in any organization is the Employee. Employee turnover still remain a major concern to industries as it affects the human resource that is needed for attaining its very existence. One of the methods used to manage the turnover in organization is by effective application of human resource practices. The study examine the existence of relationship between HRM practices (Recruitment system, reward system, Performance management system, Training, Career management, Employee relations) and Employee turnover intention. Data collected from 200 Employees, 10 respondents in each of the 20 Pharmaceutical manufacturing firms sampled. Findings based on the analysis shows that HRM practices have a significant relations to turnover intentions. The findings indicate that compensation, performance management and employee relations were positively related to turnover intentions