Moiseieva F.A., Nosova T.I.

PROBLEMS AND SOLUTIONS turnover in the Enterprise

Staff turnover negatively affects the work of the company, does not form the collective, and thus the corporate spirit, which invariably leads to a decrease in performance and efficiency. Staff turnover - the movement of labor, due to dissatisfaction with the employee's workplace or dissatisfaction with the organization of a specific employee. Turnover can be: inner - associated with labor movements within the organization, external - between organizations, industries and economic sectors.

Turnover ratio - the ratio of the number of laid-off employees who have left during this period for reasons of stress (on their own, for truancy, violation of safety regulations, voluntary departure, and so reasons not caused by a manufacturing or a national requirement) to the number of sredneuchetnoy the same period. There are natural and excessive turnover. The natural turnover contributes to the timely renewal of the collective and does not require any action by the management and staffing services. Excessive turnover also causes significant economic losses, as well as creating the organizational, human, technological, psychological difficulties.

Speaking about the specific reasons for withdrawal of personnel, among the total mass of the following: non-competitive rates of pay, unstable earnings, uncomfortable or long working hours, poor working conditions, nasty management, lack of promotion, education or training and development experience, career, hard structure of the organization's work with the staff, the instability of the company.

As for the low wages, you can point out the fact that employees with low self-esteem can come to terms with the modest pay, but employees with high self-esteem may be displeased, and their care is more likely. The solution to this problem is to develop a system of rewards and incentives for each position.

On the causes of staff turnover need to work, they can eliminate or reduce their impact:

1. Unfair salary structure. The revision of the wage structure, preferably through job evaluation to identify inadequate rates.

2. Uncompetitive rates of wages paid to employees. Research salary comparison of the obtained data with the company. Revision of the rates where they are lower, and where they are higher, as well as overpayment and did not co-payment is fraught with economic losses.

3. Poor working conditions. Comparison of working conditions (working hours, flexible shifts, equipment, condition of heating, air conditioning, lighting) company with market conditions and competitors of companies, which is equal to the enterprise. Development of measures to improve working conditions: more flexible work schedule, new furniture or a rearrangement of the furniture.

4. Volatile earnings. Analysis of the causes of instability in earnings. There may be many, ranging from ineffective business strategy to a lack of staff.

5. Oppressive or unpleasant manual. Every leader, particularly middle manager should be carefully selected for this position should be evaluated by its potentials and possibilities. They need to constantly improve the management through education and training.

6. Poor selection procedure and evaluation of candidates. For effective selection and evaluation, you must have: job descriptions, position of the structural units, clear selection criteria and evaluation of candidates, valid and reliable methods for evaluation of candidates qualified for the selection and evaluation.

7. "Squeezed" staff leaves the company, and with the "speed of thought" distributes negative information about the company, "scaring off" for further candidates. Therefore: revise the personnel policy in this area, soften his attitude toward employees.

For some areas of the impermanence of employees - not the result of corporate failures. But in any case, the first step is to overcome the problem of the conversation. Employers need to talk to their subordinates for dissatisfaction with the organization's activities. Only then will the percentage of turnover will decrease, and the problem will be solved by itself.