Churning of human resources: A proposal for a theoretical-methodological model

Abstract Purpose: This article presents the results of qualitative research performed through the semi-structured interviews to elaborate a theoretical-methodological human resources churning model that will allow to statistically describe the relations of interdependence between the selected variables, to analyze their impact, and to test hypotheses in future studies. Originality/value: The relevance of this study lies in the opportunity to contribute to the development of such an intricate, unexplored topic, with scarcely available literature and empirical studies, providing the elaboration of an interview script as an instrument for data collection that facilitates future studies. Churning of human resources (excess of turnover) is solely related to the replacement of workers who voluntarily choose to leave organizations (Burgess et al., 2000). Design/methodology/approach: This study follows a qualitative approach. The process of data collection consisted of developing a semi-structured interview guide to gather information through the performance of 20 interviews. Findings: Through the analysis of the results, it was possible to ascertain that the more favorable churning dimensions are, the greater the retention of workers in organizations. Thus, the elaboration and application of strategic measures by organizations become relevant for the retention of the most experienced and qualified workers in order to avoid high costs with new hiring, which are a direct result of such replacements (churning).