training of new personnel while intangible costs are reflected in increased workloads for co-workers until new hires come, the turbulence with high turnover and the adverse publicity, etc.
             Abbasi & Hollman (2000), [2], grouped the costs of employee turnover into visible costs and "hidden" costs. While visible costs can be categorized as costs of termination, advertising, recruitment, candidate travel, selection, hiring, assignment, orientation, signing bonuses, and relocation, etc., the "hidden" costs may include disruption of customer relations, the vacancy cost, costs resulting from disruption of the work flow, and the erosion of morale and stability of those who stay, temporary loss of production, etc.
             Moody (2000), [6], divided the cost of employee turnover into 4 distinct areas which consist of pre-departure, departure, post-departure, and replacement. By so doing, he breaks down the expenses into specific costs as per the different stage of turnover. He also mentioned that beyond these financial l
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