Impact Of People Management Practices On Turnover Intentions Of Employees –An Empirical Study In Select Service Sector Organizations

There has been a long standing interest in the study of human resource management practices among the researchers. This interest is partly because of the hypothesized relationship that exists between these practices and organizational outcomes such as employee satisfaction on one hand and employee turnover on the other. Research on contribution of people management practices to employee turnover intentions had been of great interest to the researchers and academicians alike because employee turnover is proved to be a costly expense and can negatively impact the bottom line of the organizations. This paper explores to identify the impact of human resource management practices on employee turnover intentions. The study was carried out in select service sector organization based at Hyderabad. The paper empirically examines the impact of human resource management practices on employee turnover intentions. The information gathered from 205 specialists and isolated for unfazed quality (Chronbach, 1952) and they saw to be genuinely obvious. The information is then introduced to descend into sin appraisal to consider the effect of individuals the overseers rehearses on the turnover wants for the specialists. The results establish that the people management practices negatively impact employee turnover intentions.