The relationship between human resource factors and turnover intention

Employee turnover presents organizations with a challenging predicament because of the high costs associated with finding, hiring, and training new employees and the adverse effects on the morale of the remaining employees. The present study is a systematic effort to gain insight into the relationship between the human resource factors, namely compensation and benefits, training and development, and career advancement, with the turnover intention of Wurth employees. The study applies the exploratory approach to understand the above mentioned human resource factors and turnover intention. The development of an instrument then follows it to measure the relationship of the identified human resource factors with turnover intention. A quantitative research method, i.e., a survey, was used to collect primary data from Wurth employees selected based on convenient sampling. Data collected were analyzed using descriptive statistics via SPSS v22 software. The study's outcomes have shown no significant relationship between compensation and benefits, training and development, and career advancement with turnover intention at Wurth. However, it should be noted that the multiple regression analysis did project training and development of having some degree of influence on turnover intention within the subject matter. The information gathered from the study is essential to managers at Wurth as they provide the information that could facilitate their efforts in devising better strategies to retain turnover intentions within its employees at its lowest level to minimize any disruption towards the organization's effort in meeting their business objectives