Abstract:
Human resource has become a valuable and most significant asset for business organization due to its specific capability of guiding them towards achieving common goals. Moreover, Human resources (HR) often account for a large part of an organization's cost structure. Therefore, organizations should provide considerable attention on their Human resources. Turnover is referred as an individual's estimated probability that they will stay an employing organization (Cotton and Tuttle, 1986). Turn over intention is conscious willfulness to seek for other alternatives in other organizations (Tett and Meyer, 1993).Human resource management (HRM) is known as the central business concern, that shapes the behaviour, attitudes, and performance of the employees, hence, HR practices are important tools for organizational performance.
Firms have increasingly recognized the potential for their people to be a source of competitive advantage, creating competitive advantage through people requires careful attention to the practices that best leverage these assets (Patrick et al, 2003).
It is very much important to match people with the organization and to the job. Employers should aware about the dynamic and changing environment of the employees. Managers should highly focus on workers' turn over, because the success of the organization depends on the hands of the employees.
In the light of considering prior research articles, what makes clear is that there are limited research exists on the effects of human resources practices on turnover intention specially in Sri Lankan context. Consequently, this research investigated the relationship between HR practices and turnover intention.
