This research aims to analyze the effect of training in reducing turnover by mediating performance appraisals and remuneration systems as part of the implementation of human resource management (HRM) practices. This research was conducted at a consultancy services institution with the main business being a provider of training services, supported by other businesses in the form of providers of recruitment, assessment, consultancy and research services in Jakarta. Data collection was carried out using the probability sampling method by determining the sample using proportionate stratified random sampling and a total of 156 respondents were obtained. The analysis method uses Partial Least Squares Structural Equation Modeling (PLS-SEM) on Smart PLS software. Analysis in PLS-SEM is divided into 3 stages, namely 1) reflective modeling, 2) formative modeling, and 3) structural modeling.
The research results prove that training has a direct significant effect on performance assessment, remuneration systems, and turnover intention
Research also proves that performance assessment has a significant direct effect on the remuneration system. In testing the significance of the relationship with the mediator, the research found that training had a significant effect on the remuneration system which mediates performance assessment.
Based on these results, practical advice for institution X is to focus on implementing better training programs because it has a significant influence not only on turnover, but also on other HRM practices such as performance appraisal and remuneration systems. |