From Churn to Earn: Mitigating Turnover for Better Performance
The occurrence of human resource churning results in financial, time and effort losses for organisations, which creates a problem for organisations that lose the most experienced human resources that they have invested in training. The human resources that leave organisations are known as churners....
Saved in:
| Main Authors: | , |
|---|---|
| Format: | Article |
| Language: | English |
| Published: |
MDPI AG
2025-02-01
|
| Series: | Encyclopedia |
| Subjects: | |
| Online Access: | https://www.mdpi.com/2673-8392/5/1/24 |
| Tags: |
Add Tag
No Tags, Be the first to tag this record!
|
| Summary: | The occurrence of human resource churning results in financial, time and effort losses for organisations, which creates a problem for organisations that lose the most experienced human resources that they have invested in training. The human resources that leave organisations are known as churners. Churning is the costly, time-consuming and difficult process of replacing workers who have left voluntarily. Given the multiplicity of definitions attributed to the subject of churning, we follow the approach that human resource churning is a component of turnover, which is related to analysing the costs associated with voluntary departures. As a result of this problem, this entry was created with the aim of theoretically explaining the effects that the churning of human resources has on organisations of origin. In order to meet this objective, various topics are covered with the aim of characterising churners, their backgrounds and their aspirations, referring to the effect of the mobility of human resources on organisations, in other words, the effect of churning on organisations and the urgent need for action. |
|---|---|
| ISSN: | 2673-8392 |