Critical Analysis of HRM Practices and Employee Turnover in Latvia

This report critically analyzes the impact of Human Resource Management (HRM) practices on employee turnover, drawing on the article by Iveta Ozolina-Ozola. The report explores the relationship between HRM and employee turnover, focusing on the Latvian context. It examines the research methods used, including literature review and expert surveys, to identify effective HRM practices such as job design, equal opportunity, performance management, recruitment, internal communication, training, involvement, and employment security. The report highlights the importance of effective HRM in reducing staff turnover and the need for further research to improve HRM theory and practices, emphasizing the link between HRM practices and employee behavior, production, and performance. The findings suggest that both public and private sectors in Latvia need to implement these practices more widely. The report concludes by emphasizing the benefits of effective HRM practices for business organizations.

RUNNING HEAD: HRM WITH ORGANISATIONAL BEHAVIOUR
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Name of the Student:
Name of the University:
Author’s Note:

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“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

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used to choose literature (Ozolina-Ozola, 2014). To choose the database, the author uses three
conditions which are stated below.
 Availability of full text.
 Relevance to the issue or relevant to organisational behaviour and management.
 The number of key terms, related to the topic, used in the sources. Key terms are
employee turnover, staff turnover, job turnover, personal turnover, human resources
management, HRM practices.
To find the relationship between employee turnover and HRM practices, the author of this
article narrowed the literature search by four factors which are stated below.
 The intention of the turnover.
 The literature search is based on qualitative methods.
 Lacking the result of quantitative research.
 The employee turnover of the governmental institution is analysed.
 The author of this article has emphasised the findings of evidence regarding the Latvian
organisation (Ozolina-Ozola, 2014).
By implementing the expert survey method, the author of this article has tried to identify the
most effective HRM practices to reduce employee turnover. To identify the effective HRM
practices, which can curtail the employee turnover, and the effectiveness of HRM practices, Iveta
Ozolina-Ozola used two groups, created by Latvian residents. To analyse the findings of these
two groups, the Author used descriptive statistics methods, non-parametric method-Wilcoxon
criterion (Ozolina-Ozola, 2014).

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After conducting the research, Iveta Ozolina-Ozola finds that effective HRM practice, which
can reduce the employee turnover includes job design, equal opportunity, performance
management, and recruitment procedure, internal communication, training process, involvement
and security of the employment (Ozolina-Ozola, 2014). To reduce the adverse impact of
employee turnover, the management team of a business organisation has to manage each and
every function of HRM practices. The author stated that there is a lack of sufficient scientific
research regarding the staff turnover of Latvian organisations. The research, conducted by the
author, reflects that both the public and private sector of Latvian government is not sufficiently
spread the effective HRM practices. In this article, the author indicates that the characteristics of
HRM practices must be effective to manage the adverse impact of employee turnover.
According to Iveta Ozolina-Ozola, further researches and improvements are required to
analyse the HRM practices. Whether effective HRM practices can reduce the adverse impact of
employee turnover. Scientific research in this issue can be beneficial to improve the theory and
practices of HRM. The future research in this issue can identify the effective HRM practices in
Latvian organisation. The link between HRM practices with employee turnover, employee
behaviour, production of the employee, and performance of the employee can be identified
through further research. Potential of HRM practice and its impact on the business organisation,
organisational behaviour, and employee turnover can be identified through further research. The
management team of a business organisation can get the benefits of effective HRM practices.

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References:
Hom, P. W., Lee, T. W., Shaw, J. D., & Hausknecht, J. P. (2017). One hundred years of
employee turnover theory and research. Journal of Applied Psychology, 102(3), 530.
Ozolina-Ozola, I. (2014). The impact of human resource management practices on employee
turnover. Procedia-Social and Behavioral Sciences, 156(11), 223-226.
Santhanam, N., Kamalanabhan, T. J., Dyaram, L., & Ziegler, H. (2017). Impact of human
resource management practices on employee turnover intentions. Journal of Indian Business
Research.