Human resource management practices and its effect on employee turnover intention: (With special reference to private commercial banks in Kandy district)

Abstract

Human Resource Management Practices are designed to improve the knowledge, skills,and abilities of employees; boost their motivation; minimize or eliminate loitering onthe job; and enhance the retention of valuable employees.This study attempted to examine the impact of Human Resource Management practiceson Employee Turnover intention in Sri Lankan private sector banks. This studyempirically evaluated four Human Resource (HR) practices (Recruitment & Hiring,lraining & Development, Compensation & Benefits, and Evaluation &Supervision)and impact on the Employee Turnover intention (Thinking of Quitting, Intention toSearch, Intention to Quit) of the employees in banking industry in Kandy District.The sample consisted of hundred bank assistant employees working for 6 private banksin Kandy District. The data were gathered by administering questionnaires. Consideringthe relationship between Human resources practices and employee turnover intention,the analysis represents that there is a negative relationship between Recruitment &Hiring (t= -0.911), Training & Development (-0.977), Compensation & Benefits (-0.932)., Evaluation & Supervision (-0.945) and Employee Turnover intention. Theresult implies that effect of Training and Development on turnover intention is higherthan other relationships (-0.977). There is a strong negative correlation between them,However, the Human resource practices plays vital role in turnover intentionaccordance with bank assistant employees in Kandy District. Suggestions for futureimprovements are considered.