Workers are the most vital assets for a company. Their significance lies not only in the need to emphasize the exceptional ones but also in the capacity to sustain them over the long haul. The aim of this research was to investigate how Human Resources Management practices affect turnover and productivity at Brim Gas Energy Ltd. Jalingo, Taraba State. The study utilized a survey research design, and 116 participants were sampled through a structured questionnaire. Multiple regression was utilized to analyze the data. The findings indicate that Training and Development (ETP) positively and significantly influences employee turnover. The Compensation and Reward System (CM) has a detrimental and insignificant impact on employee turnover. Performance Management (PM) and employee participation in Decision-making (PD) positively influence employee turnover and also yield no significant impact. It was determined that effective HRM strategies, such as training, performance evaluation, equitable compensation, and inclusive decision-making, play a crucial role in retaining employees. Employees tend to stay more engaged when they recognize support from the organization and chances for advancement. Organizations are encouraged to combine various HRM practices (training, performance management, compensation, participatory decision-making) to improve productivity while lowering turnover concurrently. Incentive schemes, acknowledgment initiatives, and advancement prospects should be implemented to inspire employees, boost involvement, and enhance commitment to the organization. Organizations need to regularly evaluate HRM practices through employee input, turnover rates, and productivity measures to pinpoint deficiencies and execute enhancements
Elkanah Calvin (Mon,) studied this question.