Human Resource Management is considered to be the most valuable asset in any organization. It is the sum-total of inherent abilities, acquired knowledge and skills represented by the talents and aptitudes of the employed persons who comprise of executives, supervisors, and the rank and file employees. It may be noted here that human resources should be utilized to the maximum possible extent, in order to achieve individual and organizational goals. It is thus the employee‟s performance which ultimately decides and attainment of goals. However, the employee performance is to a large extent, influenced by motivation and job satisfaction.This is one of the first studies to utilize Kohonen’s self-organizing maps on flexible work arrangements (FWAs) (Kohonen, 2010), employee turnover and absenteeism within different national contexts and an array of organizational factors. While the majority of FWAs did not reduce significantly employee turnover or absenteeism, country and industry were significant contextual variables in FWA use: we deciphered six main country regions, where service and manufacturing organizations were important to FWA preferences. We found a curvilinear relationship between turnover and shift-work among manufacturing firms regardless of country: turnover decreases at low levels and increases at high levels of shift-work. We also found strong positive relationships between weekend work and turnover among manufacturing firms regardless of country and firms in the region comprising of Germany, Austria, Sweden, Finland, Denmark, Czech Republic and Belgium. Finally, we found consistently high concentration of organizations with low absenteeism throughout certain industries and countries: noteworthy are service organizations in the Netherlands and manufacturing organizations in Australia. The results demonstrate the contextuality of FWA use across countries and industries, and the usefulness of SOMs for research within human resource management.