Effects of the Adoption of Human Resource Management Practices on Employees’ Exit Decisions in Pharmaceutical Companies in Ado-Odo/Ota Local Government, Ogun State, Nigeria

This paper identified key Human Resource Management Practices (HRMPs) espoused by the pharmaceutical companies sampled, and explored the relationship between the practices and employees’ exit decisions. The study employed quantitative methodology to source data from 314 employees of selected pharmaceutical companies in Ogun State, and analysed it using SPSS v26 to extract both descriptive and inferential statistics. Findings showed that five of the HRMPs were mostly adopted in this descending order: leadership type (ranking 1^st), performance evaluation (2^nd), adequate career planning and recognition by employer (3^rd), compensation and benefits (4^th), and training and development (5^th). Also, HRMPs had significant influence on employees exit decisions; more specifically, and in descending order, rewards and career development (t=3.170; p≤0.01), communication and expectations, (t=2.342; p ≤0.01), and supervisory autonomy and review/evaluation (t=2.132; p ≤0.01) have the most impact on exit decisions. In conclusion, effective HRMs are cost effective to the pharmaceutical companies sampled.

Keywords: HRMPs, Nigeria, Ogun State., Pharmaceutical Companies, employee exits