{'fraction_non_alphanumeric': 0.017361111111111112, 'fraction_numerical': 0.0, 'mean_word_length': 4.9300411522633745, 'pattern_counts': {'":': 0, '<': 0, '<?xml version=': 0, '>': 0, 'https://': 0, 'lorem ipsum': 0, 'www.': 0, 'xml': 0}, 'pii_count': 0, 'substrings_counts': 0, 'word_list_counts': {'cursed_substrings.json': 0, 'profanity_word_list.json': 0, 'sexual_word_list.json': 0, 'zh_pornsignals.json': 0}}
Evaluation of factors causing employees´ fluctuation

Nowadays, the situation with employment is very changeable and people working at Human Resources departments in many companies should know how to react to these changes. These employees are responsible to ensure that the company has enough employees to carry out all requirements and fulfill long-term objectives and goals a company has set up. When a worker is not satisfied with his employer anymore or vice versa, they start looking for a new workplace. This phenomenon, when people „job-hop" from one company to another for various reasons is called fluctuation. The low rate of turnover can be even beneficial for a company because new staff can bring new know-how. However, an excessive rate of releases can cause dysfunction in a company. Various companies have problems with employee turnover and this is the reason why we wanted to examine causes why people change their workplaces, we wanted to analyze factors that have a significant impact on fluctuation rate, explain this term and give information of its development. Our goal was to analyze this questionnaire based on the satisfaction and dissatisfaction of employees working in a chosen company, not fluctuation itself. As a methodology, we conducted a survey among employees to find out what are their reasons to change a workplace. In the end, we provided solutions suggestions that can be implemented by the company.