Identifikation geeigneter Instrumente im Personalcontrolling zur Steuerung der Fluktuationsrate

Abstract

Recently, the importance of employee turnover in companies has increased significantly. Employee turnover is the rate at which employees leave the company within a year for various reasons. A high turnover rate causes considerable costs and has a negative impact on the productivity and stability of a company. It is therefore crucial to identify and apply effective measures to control the turnover rate. Personnel controlling tools such as human resources analytics and the traditional controlling loop can help to manage the turnover rate effectively. This study combines a literature analysis with expert interviews as an empirical approach and is based on extensive research in specialist literature and on the internet as well as on the expertise of the interviewees. First, the term “employee turnover” is defined and the methods used to calculate the rate are explained. The basics of personnel controlling and the associated instruments for monitoring the turnover rate are then described. This is followed by an in-depth analysis of the causes of high and low turnover rates and potential measures to reduce high turnover rates. A cost analysis illustrates the financial consequences of a high turnover rate. Finally, various personnel controlling tools are presented that can be used to manage the fluctuation rate. Interviews with experts are included to provide practical insights and individual viewpoints from managers. The relevant literature consulted and the expert interviews provide in-depth insights into theoretical and practical challenges and solutions for reducing the turnover rate. A low turnover rate is perceived as a sign of stability and employee orientation and contributes to corporate stability and continuity. The turnover rate in companies has far-reaching effects that cause both direct and indirect costs. Direct costs include investments in new hires and training, while indirect costs include productivity losses and the loss of motivation of existing employees. To reduce this rate, various tools such as the controlling loop, key performance indicators, exit interviews and human resource analytics are used. In practice, a positive working environment, clear career paths, supportive management behavior and structured offboarding procedures play an important role. The identification of risk groups and regular employee surveys help to identify trends and take measures to improve employee retention. This bachelor thesis shows how important targeted management of the fluctuation rate is for the stability and success of a company and which measures and instruments can be used effectively in personnel controlling.

Date of Award	2024
Original language	German (Austria)
Supervisor	Albert Mayr (Supervisor)