. ▁ ▁In ternal ▁turn over ▁might ▁be ▁moder ated ▁and ▁controlled ▁by ▁typical ▁H R ▁mechan isms , ▁such ▁as ▁an ▁internal ▁rec ruit ment ▁policy ▁or ▁formal ▁succession ▁planning . ▁ ▁In ternal ▁turn over , ▁called ▁internal ▁trans fers , ▁is ▁generally ▁considered ▁an ▁opportunity ▁to ▁help ▁employees ▁in ▁their ▁career ▁growth ▁while ▁minim izing ▁the ▁more ▁cost ly ▁external ▁turn over . ▁A ▁large ▁amount ▁of ▁internal ▁trans fers ▁leaving ▁a ▁particular ▁department ▁or ▁division ▁may ▁signal ▁problems ▁in ▁that ▁area ▁unless ▁the ▁position ▁is ▁a ▁designated ▁ste pping ▁stone ▁position . ▁ ▁Sk illed ▁vs . ▁un sk illed ▁employees ▁ ▁Un sk illed ▁positions ▁often ▁have ▁high ▁turn over , ▁and ▁employees ▁can ▁generally ▁be ▁replaced ▁without ▁the ▁organization ▁or ▁business ▁inc urr ing ▁any ▁loss ▁of ▁performance . ▁ ▁The ▁ease ▁of ▁replacing ▁these ▁employees ▁provides ▁little ▁in cent ive ▁to ▁employ ers ▁to ▁offer ▁gener ous ▁employ ment ▁contract s ; ▁convers ely , ▁contract s ▁may ▁strongly ▁favour ▁the ▁employ er ▁and ▁lead ▁to ▁increased ▁turn over ▁as ▁employees ▁seek , ▁and ▁eventually ▁find , ▁more ▁favor able ▁employ ment . ▁ ▁Vol unt ary ▁versus ▁invol unt ary ▁ ▁Pract ition ers ▁can ▁differenti ate ▁between ▁instances ▁of ▁volunt ary ▁turn over , ▁initi ated ▁at ▁the ▁choice ▁of ▁the ▁employee , ▁and ▁invol unt ary ▁turn over ▁initi ated ▁by ▁the ▁employ er ▁due ▁to ▁poor ▁performance ▁or ▁reduction ▁in ▁force ▁( RI F ). ▁ ▁The ▁US ▁Bureau ▁of ▁Labor ▁Statistics