THE EFFECT OF HUMAN RESOURCES MANAGEMENT PRACTICES ON EMPLOYEE TURNOVER INTENTION THE CASE OF KOLFE KERANIO SUB-CITY SELECTED WEREDA POLICE STATIONS.

Abstract

The intended objective of this study used to investigate the effects of human resource management practice on employee turnover intention: the case of Kolfe Keraniyo Sub City Police Stations Head. To achieve this objective the study will be used descriptive and explanatory research design and followed mixed research approach. The study will be used both primary and secondary data. The primary source of data will be obtained from police officers and leaders through questionnaires and interview whereas the secondary data will be obtained from journals, articles, books, proclamations, directives and organization's reports. The total number of populations understudy is 2188 of which the sample of the study will be used is 326. Both probability and non-probability sampling technique will be used for this study. Stratified sampling technique applied for selecting the number of police officers from each police stations followed by simple random sampling technique. Purposive sampling technique will be used to select key informants for interview. The collected quantitative data will be organized, analysed and interpreted through descriptive statistics such as percentages, mean and standard deviation. The data was presented in tables, charts and graphs. Pearson’s correlation and multiple regressions will be used to manipulate the relationship between dependent and independent variable. The qualitative data obtained through interview was analysed thematically and presented in the form of narration. The study will be focused on human resource management practices such as recruitment and selection, compensation and reward, training and development, and work environment. The major findings of the study will be showed that inappropriate recruitment and selection during employee job placement, compensation and reward, work environment, and training and development had strong relationship and negatively affect turnover intention. The findings of the study will be revealed that high labour demand and job opportunities in the market, lack of opportunity for career advancement in the organization, unsatisfied with working condition and no involvement in decision-making, are the foremost causes of turnover of police stations head. The study will be concluded that recruitment and selection, compensation and reward, work environment, and training and development significantly affect employee turnover intention. The researcher will b e recommended that Addis Ababa Police Commissions should prepare well-organized employee retention strategy, establish competency framework to select the competent candidates, align remuneration with performance, provide adequate training, and increase salary and payments that that compensate the current living costs.