What is determined through turnover forecasting?

Turnover forecasting primarily focuses on identifying potential future leavers within an organization. This process involves analyzing trends in employee departures, turnover rates, and various influencing factors such as job satisfaction, engagement levels, and external job market conditions. By predicting who may leave, HR can take proactive measures to improve retention strategies, like enhancing workplace culture or addressing specific employee concerns. This foresight is crucial for workforce planning, allowing organizations to align staffing needs and resources effectively before turnover occurs.

The other options, while relevant to overall human resources practices, do not specifically pertain to turnover forecasting. Skills required for future hires, measuring employee productivity, and evaluating training programs each relate to other HR functions but don't focus directly on predicting employee turnover.