Human resource management is designed to manage, train and lead the people who work under the organization (Johnason, 2009). Moreover, it also handles problems which correlated with people such as training, staff welfare, compensation and many more. Therefore, a good human resource management will lower the employee turnover. Employee turnover can be explained as substituting an existing employee with a new employee due to retirements, resignations, decease or some other factors. Besides, there are four types of employee turnover which consist of voluntary, involuntary, functional and dysfunctional. For voluntary, it indicates that an employee is self-willing to leave the firm with the reasons of lack of personal growth, office politics or better job offering. For involuntary, this happens when the employees are retrenched by the employer due to the underperformance or economic downturn. For functional, this symbolizes that the underperforming employees choose to leave the firms. For dysfunctional, this occurs when high-caliber employees choose to leave the firms. However, high employee turnover will not only influence the firms’ images, but also spend additional costs and times in hiring and training the new employees. In order to decrease the employee turnover rate, providing desirable staff benefits and flexible working hours may help in encouraging the employees to work efficiently and effectively. In addition, recognition from superiors is essential in order to keep the employees motivated and positive. For example, managers should praise or concern their staff necessarily as this may make them feel being appreciated and more willing to contribute to the firms. Furthermore, compensation can also be seen as a tool of valuing the efforts which the employees have contributed. There are several type of compensation which are non-monetary compensation, direct