The Role of HRM Practices in Enhancing Employee Performance and Reducing Turnover Intentions in Public Enterprises: Implications for Workforce Development in Kosovo

Human resource management (HRM) practices are essential for increasing employee performance and sustainability, while also helping organizations gain a competitive advantage. This study examines the impact of HRM practices on two key dimensions of job performance: in-role and extra-role performance. It further explores how these practices influence employee turnover intentions, identifying key factors that contribute to this process. The research was carried out with 331 workers from different positions in two public companies in Kosovo, using convenience sampling for data collection. To test the hypotheses, multiple regression analysis was applied. The findings show that some HRM practices significantly reduce employees' intention to quit their jobs. Furthermore, HRM practices positively influence job performance, enhancing the in- and out-of-role dimensions. The study also found a negative correlation between these performance dimensions and turnover intentions, suggesting that improving employee performance may reduce the likelihood of leaving the organization. This study contributes to the existing literature by providing valuable insights into the role of HRM practices in fostering employee resilience, particularly in the public sector. It underscores the importance of these practices in promoting performance, reducing turnover goals, and creating a more stable and productive work environment. These findings highlight the need to align HRM practices with effective public management policies to ensure the development of public organizations and make them more sustainable and efficient in delivering public services. Received: 21 February 2025 / Accepted: 12 May 2025 / Published: 05 July 2025