IMPACT OF HRM PRACTICES ON EMPLOYEE TURNOVER INTENTION OF NEPALESE COMMERCIAL BANKS

Abstract

Human resource management is the strategic approach to the effective management of people in a company or organization that help to maximize the employee performance and help to gain competitive advantage. Employee turnover refers to the number or percentage of workers who leave an organization and are replaced by new employees. HRM practices need to be adopted by organizations to decrease the turnover intention of employees. The major objective of the study is to identify the impact of HRM practices on employee turnover intention in Nepalese commercial banks. The study considers five human resource management factors: training, reward, performance appraisal, working condition, and career development. This study is based on primary source of data. The data was collected through an online questionnaire through Google forms which were sent via messenger and email. The questionnaire was distributed to 384 respondents but were filled by 309 respondents. The data were collected by using convenience sampling of non- probability sampling method. The study employed the causal-comparative research design to determine direction, magnitudes, and relationships between dependent variables and different independent variables. The research study used descriptive analysis to explain and summarize data and inferential analysis to draw the conclusion. The collected data was evaluated using Pearson’s correlation and multiple regression analysis in order to find out the level of significance, relationship and impact between independent and dependent variables. The result of the research study revealed that training, reward, performance appraisal, working condition and career development are significantly correlated with employee turnover intention. Of these factors, career development and performance appraisal play the major role in determining the turnover intention of employees in Nepalese commercial bank.