Abstract:
The main objective of this study is to deepen the understanding of how HR analytics
can be utilized in voluntary employee turnover purposes. This study is a qualitative
multiple case study and consists of both theoretical and empirical parts. The
theoretical part of this thesis covers the phenomenon of managing voluntary
employee turnover through analytics. The empirical part follows the qualitative
research process and four semi-structured interviews are used as the main data
collection method.
The results reveal that HR analytics can support the voluntary employee turnover
management and the role of HR analytics will increase in the future. The main
findings indicate that the current focus is on monitoring voluntary employee turnover related metrics and taking actions reactively at the descriptive HR analytics level.
The wider adoption of HR analytics is hindered by the lack of resources and the
shortage of analytically skilled HR professionals. In the future, predictive analytics
can be used to forecast voluntary employee turnover. This allows companies to take
actions proactively and enables more timely decision-making. The results also reveal
that companies expect more advanced HR analytics to recognize the key talent and
undesirable attrition. Furthermore, HR analytics could help to reduce employee
turnover rate, provide more accurate numbers and empower faster and more
targeted employee turnover management decisions.
