Exploring the Effects of Human Resource Development to Reduce Turnover Intention and Turnover in Public Sector: Comparative Case Study of Korea, Ethiopia, and Rwanda

Pierre Celestin Bimenyimana; Ayele Halefom Abay; Healyim Lee

doi:10.37284/eajbe.3.1.284

Pierre Celestin Bimenyimana Sungkyunkwan University
Ayele Halefom Abay Sungkyunkwan University
Healyim Lee Sungkyunkwan University

DOI: https://doi.org/10.37284/eajbe.3.1.284

Keywords: HRD, Turnover Intention, Turnover, Public Sector, Ethiopia, Korea, Rwanda

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Abstract

One of the worldwide important research issues and practical challenges in the public sector is to decrease turnover intention or turnover rate, thereby increasing government overall efficiency and effectiveness. With the world continually changing in this way, it is necessary to invest and educate its members in terms of "human capital" rather than "human resources” so as to survive and flourish. This study explores the effects of human resource development (HRD) to reduce turnover intention and turnover in the public sector. It predicts that HRD consists of enhancing and facilitating the development of capabilities and potentials of individuals, organizations, and communities. The data of the study was collected from 10 respondents working at the Ministerial level in Ethiopia, Korea and Rwanda through in-person, phone and email interviews. Based on literature, we developed a research model, case study research design and qualitative approach was employed in this paper. The results found that there is no direct impact of HRD in reducing turnover intention and turnover however HRD can affect negatively as well as positively employee turnover intentions indirectly. The study suggests that there are should be good HRD Programs for enhancing and facilitating the development of capabilities and potentials of individuals, organizations, and communities.

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