Felicity Asiedu-Appiah, Eric Kontor and David Asamoah
The purpose of the study was to identify frequently used human resource management activities in the mining industry in Ghana and their effect on employee retention. The study collected data from both primary and secondary sources. Questionnaires and interviews were used to collect data from a sample of one hundred and fifty (150) respondents. Anova was used to test the hypothesis and a regression was run to determine the effect of human resource management practices on employee retention. The main findings of the study were that majority of turnover intentions within the study organisation are attributable to human resource management. Training and development, communication and information sharing, health, safety and welfare, incentives and compensation and job security factors are very significant in bringing about turnover intentions within the mining industry. Due to the nature of the mining industry, availability and willingness of respondents was a big challenge though efforts were made to assure respondents of confidentiality. This study provides insights into the effects of human resource management practices on employees’ intension to leave and retention in the mining sector in Ghana. Research on the effects of human resources practices on employees’ intension to leave and retention in the mining sector of Ghana is almost non-existent. The research brings to the fore the importance of human resource management practices and the need to systematically use these practices to reduce employees’ intention to leave and ultimately improve the retention of core employees.
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