The algorithm of personnel turnover management of industrial enterprises

The object of research is staff turnover as a socio-economic phenomenon, the subject is the construction of an effective algorithm for managing it in an industrial enterprise. The authors identify the nature of staff turnover at the level of analysis of the causes of this phenomenon. Staff turnover is presented in the article as a multifaceted social phenomenon that has not only purely economic and managerial, but also psychological and general social aspects. The understanding developed on this basis allows us to form a methodological basis for building an effective algorithm for minimizing staff turnover. Particular attention is paid to the computational and mathematical justification of the processes under study and the solutions proposed on this basis. The article combines the methods of theoretical analysis and practical empirical research. The first allow us to identify the essential, structural and substantive aspects of the problem, while the second – to offer specific calculations that substantiate theoretical postulates. The proposed algorithm is constructed on the basis of the abstraction method, which implies the allocation of individual stages, the justification of their significance, as well as the synthesis method, which implies the connection of stages into a single empirically based system. As a result of the conducted research, the authors come to the conclusion that an effective algorithm for managing staff turnover at an industrial enterprise should be divided into five interrelated stages. These stages include determining the level of staff turnover; determining the level of economic losses caused by staff turnover; determining the specific causes of staff turnover: determining a system of measures aimed at normalizing the process of releasing labor, improving the dismissal procedure, overcoming excessive turnover; determining the effect of implementing the developed measures, improving the dismissal procedure, overcoming excessive turnover. This algorithmization, combined with a comparative analysis of the costs of carrying out these activities and losses due to excessive turnover, allows you to bring the turnover rate to its natural rate (3-5%) will save about 2% of the annual wage fund. The theoretically grounded algorithm in combination with the presented calculation methodology determine the local scientific and methodological novelty of the presented article.

staff turnover, management, industrial enterprise, quitting, labor conditions, motivation, algorithm, staff management, hiring, calculation methodology