Line managers are accountable for retention of their staff. This is not an arcane organisational rule, it is simply the reality that they own the employment relationship and people stay or go based on the quality of their leadership. HR leaders can support line managers

Yes, it is not a mysterious fact, sir, but one of the key responsibilities of Human Resources is to try to maintain the lowest possible turnover rate. If you believe that reducing turnover or employee transfers within the organization is solely the responsibility of their direct managers, I must inform you that Human Resources works in multiple directions. This includes studying the reasons for these transfers, calculating the turnover rate periodically, analyzing the causes, examining the work system and work environment, and providing recommendations to senior management to limit these transfers and maintain stability in the work environment, thereby increasing productivity and effectiveness.

Salam Awad. Yes, correct, this is the support to which I refer. My point is a rejection of the notion that incompetent hand wringing managers can hide behind the specious belief that retention is HR work and not the leadership element of the manager's role. HR can certainly do the analytics and mentoring but retention is leadership work. Plenty of research to show that people leave their managers not their organisation.

Yes, that's correct, Dr. Crispin. The burden of positively retaining employees lies directly with their managers and is related to their leadership style and the positive impact it has on their team. However, as you mentioned, HR also has a role in this. Best regards, Doctor, and thank you very much for your valuable communication.

Management of employees is not the responsibility of HR, this includes turnover. Ideally, HR supports management in more of a consulting form. The HR team should be helping organizational leaders by identifying what the industry turnover trends are and helping identify problems causing turnover in the organization and provide guidance around improvement. This may be dealing with a particular manager, training, improving compensation and benefits.

No one should have goals/responsibilities over groups of employees they have no supervision over. You are setting someone up for failure as they have no control over their success. This is not the same as leading a project with multiple stakeholders. When it comes to something like turnover, it is the organizations senior leaders and their subordinates responsibility for improving it. Hopefully, they partner with HR and not shift responsibility to HR.

Jake Henderson Well done! Yes, this is the correct and complete answer. Thank you very much!