Abstract:
Good management of employee recruitment and selection, performance appraisal, supervisory
support, training and development, compensation and employment relationships are interpreted
positively by employees and this in turn reduces turnover rate and lowers the turnover intension.
Accordingly, the main purpose of this study was to investigate the correlation between HRM practices
and turnover intension of academic staff in public universities. The study employed a cross-sectional
survey research method to collect and analyze the data from the study participants. A multistage
sampling technique was used to select respondents for the study. Data was collected from instructors,
head of department, deans, HR practitioners, and university top management. Besides, HR policies, HE
proclamations and reforms as well as education sector development programs were used as a
secondary source of data. The study result showed that collectively, the HR practices significantly
predicted the turnover intension of employees at universities. A stepwise regression analysis result
showed that of the six HR practices treated in this study, compensation and supervisory support were
significantly predicted the turnover intension and the remaining four failed to influence the turnover
intension. Therefore, it is possible to conclude that there is a variation among the HR practices in
predicting the withdrawal intension of academic staff members from public universities. That is, all
the HR practices are not equally important in impacting the turnover intension. From this, it is
possible to suggest that although good HR practices are necessary to retain employees, it is critical to
identify which one works best and which do not.
