The HRM must also keep records of employee turnover and use statistical methods to establish the pattern of leaving the firm. Further, the HRM should collect data why the employees leave the firm following the already analyzed pattern. The HRM should further establish the trend, whether its people of a certain ethnicity, occupational group, or gender and develop an effective retention plan.
As employees exit, the HRM should interview them or hire an independent interviewer so that the exiting employee can give information honestly. Exit of highly valued and experienced employee is very expensive and it is imperative to inquire why the decided to resign, their motivation to resign, any action the HRM could do to retain them, if they can back and the actions they can take if they are in the position of the HRM (Pugno, 1996).