An organization cannot exist and operate without people, as they are a unique source of progress, competitiveness and success. They represent intellectual capital, which has greater power than financial capital, as employees possess knowledge and experience that the organization can convert into value. Therefore, human resources management must be involved in attracting and retaining employees, with employee departures also being an important aspect. These are measured by turnover, which is based on various reasons, both individual and organizational. In order to identify the reasons for turnover and limit it, HR professionals use the exit interview tool. This is carried out between the HR professional and the departing employee, where the former asks relevant questions related to employment and the reasons for leaving. The goal of the exit interview is to obtain information with which the organization will adjust the working environment and conditions in the future to the extent that it will reduce turnover and maintain quality human resources. By conducting the research, we gained insight into the causes and consequences of turnover in company X. Through interviews with HR professionals in company X, we found that the company uses a simple and short exit interview in accordance with a simple implementation strategy. As the biggest shortcoming, we identified the fact that the information obtained is not analyzed sufficiently and does not gain quality insight into the reasons for departure. We argue that company X does not use the exit interview tool effectively.
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