Effects Of Human Resource Practices On Employee Turnover In The Flower Industry In The North Rift, Kenya

Abstract

Employee turnover is one of the core challenges in human resource practices. The expertise of employees is a treasure for organizations to achieve competitive edge. However retention of employees in organizations has been a serious concern in the turbulent enterprise environment. The purpose of this study was to investigate the influence of human resource practices on employee turnover. The objectives of this study were to: examine the contribution of employee management styles on employee turnover; examine the role of intrinsic and extrinsic rewards on employee turnover; examine the function of work life balance on employee turnover and the contribution of health and safety practices on employee turnover. The study was based on two factor theory by Fredrick Herzberg. A survey of six flower farms in North Rift Kenya was undertaken targeting 4922 employees. A sample of 357 respondents was determined using Krejcie and Morgan formula. The sample was selected using stratified sapling technique. Purposive sampling was used to select managers and supervisors. Data was collected using questionnaires and observation guider and analyzed using descriptive and inferential statistics for quantitative data and content analysis for qualitative data. Study hypotheses were tested using Pearson correlation, the highest correlations were: objective one r=0.283participative and attrition, objective two r= 0.278 extrinsic rewards and resignation, objective three r= 0.378 work life balance and resignation and objective four r= 0.895 accidents and attrition. The study findings were employees: were dissatisfied with management styles, were discontented with the reward systems, were happy when working hours fitted in well with their program, and finally employees believed that proper health and safety policies should be implemented. The study concluded that: there were little interactions between management and employees, reward systems were inequitably distributed, employee personal programs conflicted with work schedules and health and safety standards were hardly adhered to. The study recommended that flower farms should adopt: facilitative and participative management styles which promote close ties between managers, supervisors and lower cadre employees; intrinsic and extrinsic rewards to improve employee’s commitment to the organization; flexible working hours for employees finally a comprehensive environmental impact assessment to be carried out by the government and other regulatory bodies regularly with a view to tracking implementation of government policies and employee laws. The study findings will benefit flower farms management, employees and policy formulators in improving human resource practices to reduce employee turnover. A further study should be conducted on other factors that could influence employee turnover.