HUMAN RESOURCE MANAGEMENT PRACTICES AND EMPLOYEES’ TURNOVER INTENTION IN PUBLIC SECONDARY SCHOOLS IN ADAMAWA STATE-NIGERIA

Abstract

Employees are the most important resources for an organization. Their importance is not only
the demand to focus on the excellent ones but also the ability to maintain them for the long term.
The objective of this study was to examine the effect of Human Resource Management (HRM)
Practices on employees’ turnover intention in public secondary schools in Adamawa State. The
survey research design was employed for the study and a total of 180 respondents were sampled
using a structured questionnaire. Data were analyzed using multiple regression. The results
reveal that Recruitment and Selection (RS) has negative and significant effect on employees’
turnover while Employees Training and Development (EDT) has positive and significant effect
on employees’ turnover. Performance Management (PM) and Employee Safety, Health and
Welfare (ESHW) has positive and no significant effect on employees’ turnover. However,
Compensation and Reward System (CRS) has negative and no significant effect on employees’
turnover. It was concluded that human resource management practice significantly influences
employees’ turnover intention in public secondary schools. It is recommended that Adamawa
state Ministry of Education should enhanceEmployees Training and Development (EDT),
Recruitment and Selection (RS)and Employee's Security, Safety, and Welfare(ESHW) to minimize
employee intention to leave.