Human resource management practices and employee turnover in private institutions of higher learning; a case of Nkumba University

Abstract

The study examined the role of Human Resource Management Practices on Employee Turnover in Private Institutions of Higher Learning in Uganda focusing on a case study of Nkumba University. It was guided by three objectives i) to explore the effect of recruitment and selection on employee turnover in Nkumba University, ii) to establish the relationship between reward management and employee turnover in Nkumba University and iii) toassess the effect of employee training on employee turnover in Nkumba University. The study adopted a cross sectional survey. The study used a sample size of 141 of which only 104 respondents participated. It is also shown that the R square is .557 which is an indication that 55.7% of the changes that do occur in employee turnover is due to changes in human resource management practices. The test also revealed that Nkumba University’s HRMP have a positive relationship with employee turnover and as such the null hypothesis was rejected. It was concluded that human resource management practices are a common source affecting employee turnover. Reward management practices are considered to be a significant aspect in motivating teachers, improving their performance and enhancing their relationship with the top management. The study suggested that the university should use different recruitment practices such in direct recruitment when hiring its employees. It was also suggested that the human resource function of Nkumba University should embrace the use of e-recruitment practices. They should specifically focus on further developing corporate websites and social network sites.