The relationship between human resource management (HRM) practices and turnover intention among support staff in Pusat Pembangunan Kemahiran Sarawak / Norshaqira Azreen Rosman

Organization need to give attention to employee turnover intention because losing qualified employees causes many financial and non-financial problems. Thus, the aim of the study is to determine the relationship between Human Resource Management (HRM) practices and turnover intention among support staff at Pusat Pembangunan Kemahiran Sarawak (PPKS) as well as to identify which HRM practices gives impact to turnover intention. There were three HRM practices used in this study which training, reward and performance appraisal. This research study utilized a correlational design with 103 support staff at selected departments in Pusat Pembangunan Kemahiran Sarawak (PPKS). The data was collected through questionnaires. Descriptive and correlational analyses revealed that training more correlated to the turnover intention with the result of correlation (r=.424, p<0.01) indicated were moderate, positive and
significant relationship. Hence, it was can concluded that training will affect turnover intention.