The relationship between human resource management (HRM) practices and turnover intention among support staff in Kompleks Beras Nasional (BERNAS) in Jitra, Kedah / Izzatul Hatasya Izham

It is important for human resource (HR) managers to overcome employees’ turnover intention. Issues encountered may be in the areas of shrinking pool of entry-level workers, individual differences, use of temporary workers, productivity and competitiveness, retirement benefits and skills development. The aim of this study is to examine the relationship between HRM practices and turnover intention among support staff in Kompleks Beras Nasional (BERNAS) in Jitra, Kedah. There were three components of HRM practices used in this study were training, reward and performance appraisal. A total respondent of 100 support staff were selected conveniently. This study utilized a correlational type of research. Questionnaires were used as an instrument to collect data from the respondents. The reliability of the questionnaires also was tested by conducting a pretest in Land and Survey, Department Sarawak, Samarahan Division. The result revealed that training has a high, positive and significant relationship with turnover intention in the study (r=.853, p<0.05). Hence, it can be concluded that training can affect turnover intention in the organization.