The Human Resource Fluctuations is a complex phenomenon and a modern challenge to which today's organizations are exposed. In the mutual interaction of employees on the one hand and the organization on the other, it generates a series of activities and decisions. Although the effects of fluctuation can be analyzed from different perspectives, primarily its influence is reflected in the entire business of the organization. Most often, the term fluctuation is mentioned with a negative sign and in a negative context, especially when its rate is high, which is justified considering the majority of negative causal effects compared to positive effects. It is extremely important to identify fluctuation risks and systematically monitor their movement over time, so that the effects are better understood and the appropriate business strategy is applied. The goal of this paper is to present and analyze the impact of Human Resource Fluctuations on the business operations from various aspects. The effects caused by fluctuation are numerous. Labor productivity, profitability and business efficiency have been identified as a key group of economic indicators on which employee turnover has an effect, especially in service industries, which are the most and most often affected by the effects of turnover. Long-term exposure to turnover accumulates the dissatisfaction of those employees who remain in the organization, which often results in a "snowball" effect. Limited job alternatives causes frustration among individuals, which results in poor quality of work tasks, and consequently reflects on the business results of the organization. In the empirical part of this work, the financial data of the "XY" hotel group were analyzed and an interview was conducted, and the results of this qualitative research were compared with the literature review.