STRATEGIC HUMAN RESOURCE MANAGEMENT AND EMPLOYEES’ INTENTION TO LEAVE AT PT. NARAYA TELEMATIKA MALANG

Abstract

 This study explores the relationship between Strategic Human Resource Management (SHRM) practices and employees’ intention to leave at PT. Naraya Telematika Malang. Using a qualitative descriptive approach, data were collected through in-depth interviews, observation, and document analysis to examine how recruitment, training and development, performance appraisal, compensation, and employee engagement influence turnover intentions. Findings reveal that well-implemented SHRM practices reduce employees’ intention to leave by enhancing satisfaction, commitment, and engagement. Challenges include inconsistent appraisal systems, limited career growth, and lack of communication regarding HR policies. The study offers practical recommendations for improving SHRM implementation to retain talent effectively