The problem of Ukraine's turnover personnel and the directions of its solutions
Journal Title: Економіка. Фінанси. Право - Year 2018, Vol 6, Issue
Abstract
Introduction. In the article the problems of personnel turnover are considered. The main indicators for the assessment of staff turnover are considered. The most common reasons for the dismissal of staff are identified. Purpose. Analyze the state of staff turnover in Ukraine. Recommendations are given to improve the state of staff turnover. The main purpose of the article is to analyze the reasons for the turnover of staff in Ukraine, determine the direction of reducing staff turnover at the enterprise, and develop measures to reduce staff turnover. Methods of research. The theoretical and methodological basis of the article is observation and collection of facts, a systematic approach and a method of scientific abstractions. For the study, the following methods were used: abstract-logical; monographic; economic-statistical, computational-constructive, comparative, etc. Results. Among the workers of modern Ukraine, the reason for changing jobs is most often dissatisfaction with wages or income. Also the reason for the large number of layoffs is the psychological incompatibility of the employee and the staff or the employee and the manager. In some cases, staff may be dissatisfied with working conditions, for example, the length of the working day. It is also possible that the worker can’t do the work efficiently at all. He may lack the physical strength, endurance, assiduity, and the like. Some companies that are part of an informal network of employers exchange information among themselves on various topics concerning employees. When exchanging statistical data, you need to make sure that you correctly understand the terms used in other companies, and that absolutely identical concepts are compared. Study the general trends of the labor market in order to determine the extent of their possible impact on your organization. These trends include demographic factors, the number of working women, minority and university graduates among the total number of employees, and labor migration. Conclusion. To improve the condition, it is necessary to determine the main factors of turnover, to which today the size of income and the psychological climate in the team belong.
Authors and Affiliations
Volodymyr Pavlovych Sviderskyi, Oleksandr Olehovych Tertychnyi, Alona Serhiivna Manchenko
Keywords
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