HR Policy and Turnover Rate

CHAPTER 1
INTRODUCTION
This chapter includes:
1.1 Background to the study,
1.2 Rational of the study,
1.3 Problem of the study,
1.4 Objectives of the study,

1.5 Hypotheses of the study.

1

HR Policy and Turnover Rate

1.0 INTRODUCTION
1.1 Background to the study
It is considered that Human resource policy plays an important role for improving the quality of an organization.

Like any other organization human resource policy and their

implication and management procedure are important for Bangladeshi Private Universities.
Turnover is another important factor of an organization and Bangladeshi Private Universities are not except for these. Though Bangladeshi Private Universities established in the time of 1992 to present but research are few related about the Bangladeshi Private Universities.

Human

Resource Policy, Human Resource Management and Human Resource Development are used in the Bangladeshi Private Universities. Previous literature showed that some research is entitled by the Human Resource Management and Turnover Intention (Mohd H R Joarder and Dr. Mohmad
Yazam Sharif 2011). Their topic is entitled “The Role of HRM Practices in Predicting Faculty
Turnover Intention: Empirical Evidence from Private Universities in Bangladesh”. The study found faculty compensation, supervisory support and job security as statistically significant predictors of faculty turnover intention. Previous literature showed about the topic “Role of
Private Universities in Human Resource Development in Bangladesh” (Brig Gen A N M
Shawkat Jamal 2002). The study found private universities in Bangladesh contribute in human resource development but it is heavy costly. But no research is found related with Human
Resource Policy. Though Turnover Intention is researched in cooperated with HRM but no research is found