BusinessManagement

How to calculate the turnover rate

Many companies today consider one of the most pressing problems to be high turnover. Therefore, the ability to manage this phenomenon at an enterprise is considered very important. To do this, you must learn to identify the reasons for staff turnover. It is also necessary to maintain statistics and timely take appropriate measures.

When the company has a high turnover rate, there is a need for constant search for replacement of outgoing employees, for the adaptation and training of newcomers. Such important aspects as continuity and safety of the company's commercial information also begin to acquire a problematic character and require solution.

As a result, the formation of the company's image, which will characterize it as an attractive employer, will become much more complicated. No less difficult will be the creation of a favorable psychological climate in the team of the company itself.

Thus, it is the coefficient of staff turnover that is one of the main indicators that give an idea of how effective the human resource management system is in the enterprise .

However, if you look at the staff turnover from a slightly different angle and imagine its complete absence in the enterprise, you can see that this fact will cause the competitiveness of the enterprise to decline due to the absence of any organizational changes. In short, the company will remain in stagnation.

The turnover of staff becomes minimal with favorable working conditions prevailing at the enterprise. It:

  • high profit payment;
  • Small load;
  • Lack of excessively high requirements;
  • Material costs of the company for staff training.

As a result, people start to work on the pattern, guided by established professional habits. The possibilities of introducing any innovations are limited.

In this case, the low coefficient of staff turnover becomes an indicator of the fitness of working personnel to a comfortable existence in the enterprise so that it begins to play the role of a "weed", which should be disposed of in time.

Therefore, when forming the personnel potential of the company, the most correct approach will be the choice of the golden mean, and the percentage of staff turnover should be justified. In doing so, many factors must be considered and statistics analyzed. It is also necessary to take into account similar information about other companies engaged in such activities.

For example, many domestic production companies consider the implementation of personnel policy at their enterprises to be successful, focusing on the staff turnover ratio, whose rate is from seven to ten percent. In trade organizations, insurance companies, as well as in public catering establishments, an acceptable level of staff turnover can reach thirty percent.

But how correctly to define such an important indicator as the coefficient of staff turnover? Its formula is this: the value of the coefficient is determined by dividing the number of employees who left (for a certain period of time) to the average composition of the same period. Since this indicator is expressed as a percentage, the result is multiplied by one hundred.

Thus, the coefficient of staff turnover, which visually reflects the comfort of work in the company and the principle of management in it, is not only an indicator of corporate culture, but also the result of working with people. All these factors, albeit indirectly, affect the company's profits. Therefore, it is very important not only to take into account these indicators, but also to keep them under control.

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