Hrm With Organisational Behaviour

RUNNING HEAD: HRM WITH ORGANISATIONAL BEHAVIOUR
HRM WITH ORGANISATIONAL BEHAVIOUR
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HRM WITH ORGANISATIONAL BEHAVIOUR1
“The impact of human resource management practices on employee turnover” is written
by Iveta Ozolina-Ozola. In this article, the author has tried to identify HRM practices which are
effective for employee turnover reducing. To develop a critical paper, this article written by Iveta
Ozolina-Ozola will be critically analysed. Comprehension of HRM theories present in this article
and the practical implication of the theory will be done in this report.
Employee turnover reflects the employee leaving a company in relation to the average
number of staff of a company during the reporting time (Hom et al., 2017). Several studies
referred that the productivity and performance of a company are affected by the high level of
voluntary staff turnover. The financial and social procedure of a company is negatively affected
by the high level of voluntary staff turnover (Santhanam et al., 2017). Effective HRM of a
business organisation can create an impact on employee turnover. The aim of this article is to
identify HRM practices which will be effective to reduce employee turnover. The author of this
article is interested to identify three issues which are stated below.
 Scientifically analyse the relationship between employee turnover and HRM practices.
 This article explored the studies related to staff turnover in the Latvian organisation.
Information regarding the way specific HRM practices can reduce the employee turnover
of a business organisation.
 Clarifying the effectiveness of specific HRM practices to reduce employee turnover in
Latvian companies is the aim of this article.
To conduct the research, the author of this article has used both quantitative and qualitative
methods. A systematic literature review is done by the author to explore the effective HRM
practices to employee turnover. Multidisciplinary academic databases like ScienceDirect are