Objective - This study is intended to explain the phenomenon of labor turnover (LTO) in Indonesia and its solution through a succession plan. As understood by the human resources (HR) practitioners LTO always be a barrier for the human resources department in order to improve the productivity of HR. It is understood that the company which connects the quality of human resources with production quality, it will create internal customer satisfaction.

Methodology/Technique - This research carried out with qualitative methods based on grounded theory process as one of the characteristics of the phenomenological approach. Key informants in this study are HR manager and deputy of training and development. While supporting the informant is the management representative.

Findings - The study was found that there are several ways that can be used to minimize the bad possibility of LTO and simultaneously reduce it from the company. However, some way has very costly and not long-term oriented. Based on the phenomenon, the company is highly recommended to use a succession plan and career management with the pattern of pipeline management. In practical terms, this approach can be done by using talent management. Generally, all of these activities have become part of the human resource investment.

Novelty - This study is interesting because it shows how companies, especially the textile industry in Indonesia can find an appropriate formula to overcome the LTO. Pipeline management approach through the program succession plan in this study is believed to provide a positive policy for its stakeholders.

Type of Paper - Empirical

Keywords : Employee, Succession Plan, Pipeline Management, Talent, Labor Turnover (LTO), Human Resource, Career.