Assessing the Impact of HRM Practices on Turnover Rates in the Manufacturing Sector

Employee Turnover, Employee Retention, HRM Practices, Performance Appraisal, Workforce Stability, Organizational Commitment.

The manufacturing industry is crucial to economic growth, but it still has significant personnel turnover rates, which have an impact on output, quality, and operational effectiveness. The manufacturing sector still has a high employee turnover rate, which affects output, quality, and operational effectiveness even though it is essential to economic progress. This study aims to assess the impact of Human Resource Management (HRM) strategies on employee turnover rates in the manufacturing industry. The study examines the connection between specific HRM procedures, such as hiring and selection, training and development, performance reviews, compensation and benefits, and employee engagement, and employee retention and attrition. Semi-structured interviews and formal questionnaires were employed in a mixed-method approach to collect data from HR managers and employees at specific industrial enterprises.

Regression analysis was used to examine quantitative data to determine the degree of correlation between HRM practices and turnover rates, while qualitative insights offer context for the underlying causes of employee departures. The findings show that comprehensive and employee-focused HRM strategies significantly reduce turnover, especially when they include fair compensation, regular chances for skill development, and transparent evaluation processes. This study contributes to the body of literature by providing practical suggestions for HR professionals and industrial executives seeking to enhance workforce stability through strategic HR interventions.