MANAGING VOLUNTARY EMPLOYEE TURNOVER WITH HR-ANALYTICS

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.