The Thesis consists of four chapters. In the first chapter, the author conducted theoretical analysis on the socio-economic significance of employee turnover, scientific research development in Latvia and abroad, as well as employee turnover measurement problems. In the second chapter of the Thesis, factors influencing employee turnover have been analysed. The research of the factors influencing employee turnover is based on qualitative and quantitative (content-) analysis of employee turnover models, the summary of the empirical research results on employee turnover relationships with individual and external alternative factors, and the systematic review of employee turnover relationships with work and organisational factors performed by the author. In the third chapter of the Thesis, the results of two empirical studies are provided. The first empirical research has been conducted on job change tendencies on the Latvian labour market, in particular on how many people of working age change their job, what is job change dynamics and what are the main reasons for it; how it is connected with population socio-demographic parameters and labour market indicators. Within this research, it has been determined what sets of factors – socio-demographic parameters or labour force indicators – are more significant for job change related to accepting better job proposal or searching for a better job. The second study in the third chapter of the Thesis concerns the correlation existing between employee turnover rate and human resource management practices in the Latvian companies. Within the framework of the research, it has been investigated what is the average employee turnover rate in such companies, how employee turnover rate is related with company performance indicators, personnel structure, personnel management organisation, application of particular human resource management practices and the set of practices. Human resource management practices under investigation comprise such fields as reducing labour force costs, staffing, performance appraisal, training and development, monetary and non-monetary benefits offered to personnel, labour relationships and internal communication. In the fourth chapter of the Thesis, empirical solutions for employee turnover management in the companies have been developed: the set of human resource management practices has been designed, which can be used to determine what practices should be applied for managers, specialists, administrative staff or blue-collars, the effect of these practices depending on a particular company or personnel parameters have been assessed; human resource management practices for forecasting employee turnover rate have been identified; the decision making algorithm for choosing human resource management practices to reduce employee turnover rate has been developed; the perfect employee turnover management process has been described. In conclusion, the results of expert surveys and case studies are provided for testing employee turnover management solutions developed within the framework of the given Thesis. The Doctoral Thesis comprises 164 pages, including 33 figures, 42 tables and 8 formulas. Thesis has 14 appendices. The Bibliography contains 201 titles.