The competent head should not explain that the uncontrollable movement of shots at the enterprise is directly connected with indicators of health of each company. And here with what management decisions will be made to lower coefficient of turnover of staff, the further prospects of development of any business are directly connected.
Let's address terminology: the fluidity of personnel represents the movement of workers because of two major factors. First, it can be connected with dissatisfaction of the specific employee with the workplace or the attitude towards him from the management. Secondly, dismissal or transfer of workers to new places can be caused by unsatisfactory indicators of their activity in the company.
What is coefficient of turnover of staff and as to calculate it?
The coefficient of turnover of staff is defined as the relation of number of the workers fired for a certain period (for various reasons – for violations, on own initiative, etc.) to average number of staff for the same time span. As a rule, the fluidity of personnel is estimated in several directions: depending on work term in the company, on divisions of the enterprise and directly on reasons for leaving.
For most the companies one year undertakes average period of operation of employees, and, working on norm of coefficient of turnover of staff for this period, it is possible to establish the level of adaptation of personnel at your enterprise. It can become clear that in the company not enough time is found for beginners and their problems. Also effective assessment of coefficient of fluidity cannot be made without breakdown by divisions. It is quite possible that employees leave a certain branch not because of the low wage level at the enterprise, and because of the low-quality management in division.
The coefficient of turnover of staff shows what problem the enterprise faced, the norm which is not demanding foreign intervention from the management is the indicator making from 3 to 5 percent a year. As a rule, it is natural process which leads to gradual updating of working personnel of the company. If the enterprise faces the increased fluidity, the leadership team needs to prepare that it will lead to considerable economic losses.
Besides, if calculation of coefficient of turnover of staff showed unsatisfactory results, the company in the future can face technological, psychological, organizational and other difficulties. The unstable personnel situation in any enterprise negatively influences working mood of all personnel and does not allow employees to concentrate on the work. Frequent dismissals and a set of new personnel do not promote establishing strong production communications in any way. And growth rates of any company directly depend on it.
How to struggle with turnover of staff at the enterprise?
First of all, it is necessary to find out the main reasons for departure of workers. Such are today:
- unstable wage level and payment rates inadequate to ongoing efforts;
- the overestimated operating time or frequent work on the inconvenient schedule;
- inadequate behavior of the management and bad working conditions;
- long absence of career development, lack of conditions for skills development and gradual set of experience;
- the difficulties of personnel connected with arrival to the place of work;
- lack of effective policy on selection of personnel and also assessment of abilities of candidates.
For a start it is possible to carry out anonymous questioning for the purpose of clarification of the concrete reasons of dissatisfaction of personnel or to employ group of independent experts. Having revealed problem "sources" and also having made calculation of coefficients of fluidity and constancy of shots, the management of the enterprise needs to work in several directions. Only this way the main reasons for fluidity of personnel can or be eliminated absolutely, or to try to reduce as much as possible their influence.
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