Margret Aguti2026-06-232026-06-232026-05-08https://hdl.handle.net/20.500.12311/3381Undergraduatethe purpose of this study was to assess how human resource policies affect employee turnover. A case study of Ngora District local government in Uganda. The objectives of the study were. To find out how compensation affects employee turnover. To determine the effect of communication policy on employee turnover. To determine how performance appraisal affect employee turnover within Ngora District Local Government. The research utilized a cross-sectional research design, where data was collected from 50 respondents and 55 staff, of which some were permanent and others contract employees across all major departments and sectors. E.g. Management and administration, health services, education and sports, finance, production and marketing, works and technical service, community-based services, natural resources, planning, internal audit, trade industry and commercial services, statutory bodies, political wing, office of resident district commissioner, information and ICT unit, district procurement and disposal unit, lower local government administration, specialized units within departments e.g. registry and statistics. The research findings revealed that there were unclear compensation structures, poor communication channels and ineffective performance appraisal systems contributing to low job satisfaction and high turnover among employees. The study recommends that Ngora district local government prioritizes fair and competitive compensation, clear communication of HR policies, implement effective performance appraisal systems focusing on fair promotions, feedback and career growth to increase retention and reduce employee turnover.enDissertation