摘要：The objective of this work was to identify whether practices in Human Resources Management – Recruitment and Selection, Integration, Training and Development, Benefits, Compensation and Performance Evaluation – have any relation to turnover . It consisted of an applied, descriptive and quantitative research among Brazilian private companies. Human resources data were collected using the McConnell instrument (2001), and turnover rates – global, voluntary and involuntary – were taken from the 2011 calendar year. The results indicate that companies intending to slow or reduce employee turnover need to invest in practices of Recruitment and Selection, Benefits, and Training and Development. On the other hand, the practices of Compensation, Integration and Performance are not significantly linked to turnover, unlike indicated in other studies.
