How does strategic HRM address employee turnover?

Strategic HRM addresses employee turnover primarily by implementing retention strategies. This approach focuses on understanding what influences employee satisfaction and commitment, and then takes proactive steps to create a work environment that encourages employees to stay with the organization. Retention strategies can include offering competitive compensation, providing opportunities for career development, ensuring work-life balance, and fostering a positive organizational culture. By thus emphasizing retention, organizations aim to reduce turnover rates, which can lead to increased productivity, enhanced morale, and lower recruitment and training costs over time.

The other choices do not effectively contribute to managing employee turnover. Ignoring employee concerns can lead to dissatisfaction and higher turnover, while allowing all employees to leave is counterproductive and detrimental to organizational stability. Focusing solely on increasing recruitment processes does not address the root causes of turnover and may only result in a cycle of hiring without addressing the underlying issues that lead to employee departures.