Literature Review on Human Resource Churning—Theoretical Framework, Costs and Proposed Solutions

Abstract

As a result of the complexity and multiplicity of definitions of the concept of human resource churning, to guide this entire research, the cost resulting from replacements was taken as a premise. Although churning is related to turnover, there are differences, turnover has as its focus the turnover of workers and churning is also related to the same approach, but this concept has as its focus the costs associated with the replacements of workers derived from voluntary departures, i.e., churning is only related to the costs of hiring from replacements. Despite the complexity and multiplicity of definitions of the concept of churning, to guide the present research, we chose to adopt as our premise the costs resulting from the voluntary exits of workers, that is, the relationship between resulting costs associated with employee substitutions. The present investigation intended to identify the causes of churning through the identification of its main dimensions. This theoretical research resorted to the following methodology: a literature review and an empirical study review that approached the subject of the churning of human resources. The resulting outcome enabled us to identify how these dimensions had an influence on the management of human resources regarding the mitigation of the occurrence of churning and the application of strategic measures to retain workers. In this regard, we have identified as main dimensions the work environment; leadership; recognition; schedule flexibility; wage; career progression, responsibility, and retention of human resources.