![]() Voluntary turnover is when the employee chooses to leave for whatever reason. The two general types of turnover are voluntary and involuntary. ![]() Internal turnover, called internal transfers, is generally considered an opportunity to help employees in their career growth while minimizing the more costly external turnover.Ī large number of internal transfers leaving a particular department or division may signal problems in that area unless the position is a designated stepping stone position. Internal turnover might be moderated and controlled by typical HR mechanisms, such as an internal recruitment policy or formal succession planning. Therefore, it may be equally important to monitor this form of turnover to monitor its external counterpart. It can be classified as “internal” or “external.” Internal turnover involves employees leaving their current positions and taking new positions within the same organization.īoth positive (such as increased morale from the change of task and supervisor) and negative (such as project/relational disruption, or the Peter Principle) effects of internal turnover exist. High turnover may be harmful to a company’s productivity if skilled workers are often leaving and the worker population contains a high percentage of apprentice workers. If an employer is said to have a high turnover relative to its competitors, employees of that company have a shorter average tenure than those of other companies in the same industry. ![]() Turnover is measured for individual companies and their industry as a whole. It indicates the time period employees tend to stay. ![]() In the context of human resource management, turnover or staff turnover or labor turnover is the rate at which an employer loses employees. Measuring employee turnover can be helpful to employers that want to examine the reasons for turnover or estimate the cost- to-hire for budget purposes. ![]()
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