I.

The Impact of Human Resource Management on State Government IT

Employee Turnover Intentions

II. The highlight of the readings

The study conducted is to analyze The Impact of Human Resource Management on

State Government IT Employee Turnover Intentions, it shows that the state
government IT employees have several contributing factors affecting the turnover
intentions these are the promotion, advancement, opportunities, training and
development, supervisory communications, pay and reward satisfactions and family-
friendly policies. For female employees the availability of family-friendly policies is
the most significant and affecting factor for employee turnover intentions. Moreso,
this factors ad1dresses a lot of issues in the voluntary turnover and turnover
intentions and it is really a need to acknowledge and address by the executive
leaders, managers of the IT departments and the mangers of the human resources.

III. Analysis

Employee turnover intention is the thought or plan of the employee to voluntarily

leave the organization, this is also closely related to the employees’ turnover
because it’s the behavior of the intention to leave. This is the main determinant of
real turnover behavior. As for the organization it is a must to put so much attention
on this and to take it seriously because this is the main reason for influencing the
organizational performance and it brings down the level of efficiency of productivity.
There are several factors that we can look for that affects employees’ turnover
intention. One of this is the relationship between the co-workers this relationship
plays a big influence on the working environment. Commitment to the organization is
also one factor because it impedes with the social and the personal function of the
employee and the effectiveness of the operation on the organization. Fairness of
organizational justice serves as a factor as well in terms of the salary, performance
evaluation, promotion, and others. Communication serves as well as a factor that
affect employees’ turnover where it is know for sharing of information whether face to
face or virtual. This could affect the intention of the employees in making decisions.

IV. Conclusions

Technology bridges the gap of every organization and with this an organization
needs to have IT employees who are expert and talented. The problem is that the
cost that is related with the IT employee turnover and the loss of talented IT
employees increases the need in identifying the human resource management
practices that affects the retention of employees. Employee retention is the most
crucial and challenging phase of human resource management. To retain
employees, the organization must be able to hire the right people and probably fire
the one that are not fit to the job. Moreso, the organization must be able to keep the
compensation and benefits fairly and be able to connect to one another with proper
communication and appreciation to employees, so that this IT employees will be
healthier, happier to their job. The organization can also be giving recognition and
reward to employees to celebrate each of their success more so the organization can
provide a family-friendly policies to all employees to keep a positive engagement in
the organization.