ABSTRACT

 This study examined the effect of employee development practices on job turnover in selected hotels in Enugu Metropolis. The objectives were to assess the influence of training and development, career development, performance appraisal, mentoring and coaching, and recognition and reward on employee turnover. A survey research design was adopted and the study covered employees of selected hotels in Enugu Metropolis with a sample size of 316 respondents. Data were collected using a structured questionnaire and analyzed using Descriptive statistics (frequency, average, percentage) while inferential statistics (Pearson correlation) was used to test the hypotheses .The results revealed that training and development significantly reduced turnover by improving employee skills, motivation, and commitment. Career development opportunities lowered turnover as employees who perceive clear growth prospects are more likely to remain. Fair and transparent performance appraisal practices reduced the likelihood of exits, while mentoring and coaching strengthened employee attachment to the workplace. In addition, recognition and reward systems motivated employees to stay by making them feel valued. The study concludes that employee development practices play a critical role in reducing turnover in the hotel industry and recommends that hotel managers invest in structured training programs, career advancement pathways, transparent appraisal systems, effective mentoring, and consistent recognition programs to minimize employee exits and enhance organizational performance.