engleski

Employee Turnover Trends in Croatia

The labor market in Croatia is not dynamic so generally, Croatian employees are less mobile than employees in other countries. However, such situation refers mostly to external macro market problems dealing with desirable and involuntary turnover but does not fully explain internal organizational problems with voluntary turnover. Namely, voluntary intentional turnover is not mainly caused by external factors but the range of internal organizational factors where causes vary depending on the industry, organizational structure and culture, and especially on Human Resources Management. This review paper describes different types of employee turnover, employee turnover rates, as well as negative consequences of undesirable employee turnover that include visible and invisible costs. Special emphasis is paid to turnover trends in Croatia where employee turnover rates are very low compared with other European countries. Nevertheless, this is not an indicator of favorable position while Croatian employees are not mobile, labor market is not dynamic and organizations are not flexible. Dominant factors in shaping turnover decision among Croatian employees are in organizational area which means that HRM has plenty space to maneuver this undesirable organizational behavior. Very often organizations are facing first-year turnover syndrome which means they are unable to build a bond with and employee and establish loyalty in such a short time that would result in organizational engagement and more importantly, organizational commitment. Therefore, employee retention is an issue that strives for a systematic approach because it hits directly organizational productivity and efficiency.

employee turnover rate ; organizational behaviour ; voluntary turnover

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