Relationship between Human Resource Management Practices and Turnover Intention with Special Reference to the Apparel Factories in Ratnapura District

This study empirically evaluated four Human Resource Management (HRM) practices — recruitment and selection, training and development, compensation, and career development — and their relationship with the turnover intention of Sewing Machine Operators (SMOs) in the apparel industry in Sri Lanka. Retention of employees is a major challenge for organizations in the current competitive global market, and high employee turnover is one of the key issues facing managers in Sri Lanka's apparel industry. Data were collected from 300 randomly selected SMOs in apparel firms in Ratnapura District using a self-administered structured questionnaire. The data were analysed using SPSS with descriptive statistics, Cronbach's alpha, multiple regression analysis, and Pearson correlation coefficient. Correlation analysis showed that HRM practices were negatively and significantly correlated with SMOs' turnover intention. HRM practices were positively and significantly correlated with job satisfaction, while job satisfaction was significantly and negatively correlated with turnover intention. Regression analysis showed a significant negative impact of HRM practices on turnover intention. Compensation practice was the strongest predictor of both turnover intention and job satisfaction. Results suggest that increasing salary, providing indirect rewards, offering training and development opportunities, and treating employees in a friendly manner are the most effective retention strategies for SMOs