An Investigation of Employee Turnover Intentions and HRM Strategies to Mitigate Them: A Study of Flour Mills in Niger State
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Background of the Study
Employee turnover, the rate at which employees leave an organization, is a critical challenge for businesses. High turnover can be costly, not only due to the direct financial implications of recruitment and training but also because it may disrupt operations, reduce morale, and hinder organizational performance (Okafor & Okereke, 2023). Employee turnover intentions refer to employees' plans or desires to leave an organization, which may be influenced by factors such as job dissatisfaction, lack of career advancement opportunities, inadequate compensation, and poor work culture (Ige & Adedeji, 2024).
Flour Mills, a prominent Nigerian manufacturing company, has recognized the importance of retaining skilled workers, particularly in its operations in Niger State, where the agricultural and manufacturing sectors are vital to the local economy. While Flour Mills has HRM strategies in place to retain employees, there is a need for further investigation into the reasons behind turnover intentions and the effectiveness of current retention strategies.
This study aims to examine the factors that contribute to employee turnover intentions at Flour Mills in Niger State and evaluate the effectiveness of HRM strategies designed to mitigate turnover.
Statement of the Problem
Despite Flour Mills’ HRM strategies to retain employees, high turnover intentions may still persist, negatively affecting the company’s productivity, culture, and growth. While HR policies may be aimed at retaining employees, understanding the specific factors contributing to turnover intentions in the Niger State branch remains unclear. This study seeks to investigate these factors and assess how effectively Flour Mills’ HRM strategies address them.
Objectives of the Study
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To investigate the factors contributing to employee turnover intentions at Flour Mills in Niger State.
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To evaluate the effectiveness of Flour Mills' HRM strategies in reducing employee turnover intentions.
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To propose recommendations for improving HRM strategies to enhance employee retention at Flour Mills.
Research Questions
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What factors contribute to employee turnover intentions at Flour Mills in Niger State?
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How effective are Flour Mills' HRM strategies in mitigating employee turnover intentions?
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What improvements can be made to Flour Mills' HRM strategies to enhance employee retention?
Research Hypotheses
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Factors such as job dissatisfaction, lack of advancement opportunities, and poor compensation contribute significantly to employee turnover intentions at Flour Mills in Niger State.
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HRM strategies implemented by Flour Mills significantly reduce employee turnover intentions in Niger State.
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Implementing enhanced HRM strategies will reduce employee turnover intentions and improve retention rates at Flour Mills in Niger State.
Scope and Limitations of the Study
This study will focus on employees of Flour Mills in Niger State, specifically examining their turnover intentions and HRM retention strategies. Limitations may include the subjective nature of employee perceptions regarding job satisfaction and turnover, as well as the potential for bias in reporting turnover intentions. The study may also be limited to the manufacturing sector and not generalizable to other industries.
Definitions of Terms
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Employee Turnover: The rate at which employees leave an organization, either voluntarily or involuntarily.
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Turnover Intentions: Employees’ thoughts or intentions to leave their current organization, even if they have not yet made the decision to resign.
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HRM Strategies: Human resource management practices designed to recruit, retain, and motivate employees, including training, development, compensation, and career advancement opportunities.
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