An Evaluation of the Role of HRM Practices in Reducing Employee Turnover: A Study of BUA Cement in Kano State
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Background of the Study
Human Resource Management (HRM) practices are fundamental in managing the relationship between employees and the organization. HRM practices, such as recruitment, compensation, training, career development, and performance management, play a crucial role in reducing employee turnover and ensuring organizational stability (Nwankwo & Ismaila, 2023). In manufacturing companies like BUA Cement, employee turnover can be costly, leading to disruptions in production, increased recruitment costs, and loss of expertise. Therefore, it is vital to evaluate how HRM practices contribute to employee retention.
BUA Cement, one of Nigeria’s leading cement manufacturers, faces significant challenges in managing employee turnover, especially in its Kano State operations. High turnover rates can negatively affect the company’s productivity, culture, and profitability. Previous studies have suggested that HRM practices, particularly those focused on employee engagement and satisfaction, are essential in reducing turnover rates (Adeyemi & Olukayode, 2024). By evaluating the HRM practices in BUA Cement, this study aims to determine their effectiveness in reducing turnover and fostering employee commitment.
This study seeks to assess the role of HRM practices in reducing employee turnover at BUA Cement in Kano State and provide recommendations for optimizing these practices to enhance employee retention.
Statement of the Problem
BUA Cement has experienced significant employee turnover, which has impacted its operations. Despite the implementation of various HRM practices, the effectiveness of these practices in reducing turnover has not been sufficiently evaluated. This gap in knowledge hinders the company’s ability to fine-tune its HRM strategies to retain top talent and minimize turnover-related challenges.
Objectives of the Study
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To evaluate the HRM practices implemented at BUA Cement in Kano State.
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To examine the impact of HRM practices on employee turnover at BUA Cement.
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To recommend HRM strategies that can reduce employee turnover at BUA Cement.
Research Questions
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What HRM practices are currently in place at BUA Cement in Kano State?
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How do HRM practices impact employee turnover at BUA Cement?
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What HRM strategies can be implemented to reduce employee turnover at BUA Cement?
Research Hypotheses
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HRM practices significantly reduce employee turnover at BUA Cement.
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Employees who are satisfied with HRM practices are less likely to leave BUA Cement.
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Effective HRM practices lead to higher employee retention rates at BUA Cement.
Scope and Limitations of the Study
This study will focus on BUA Cement’s HRM practices in Kano State. Limitations include the potential bias in employee responses and the challenge of obtaining reliable data on turnover rates and HRM effectiveness.
Definitions of Terms
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HRM Practices: A set of policies and strategies implemented by an organization to manage its workforce and enhance employee performance and satisfaction.
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Employee Turnover: The rate at which employees leave an organization, voluntarily or involuntarily, and need to be replaced.
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Employee Retention: The ability of an organization to keep its employees over a period, minimizing turnover and promoting long-term employment.
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