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Journal articles on the topic 'Reasons of personnel turnover'

Author: Grafiati

Published: 3 June 2025

Last updated: 31 July 2025

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1

Stankevičienė, Asta, Ausra Liucvaitiene, and Agne Simelyte. "The Possibilities of Personnel Turnover Stabilization in Lithuanian Construction Sector." Business: Theory and Practice 11, no. (2) (2010): 151–58. https://doi.org/10.3846/btp.2010.17.

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Personnel turnover is inevitable in any organization. However, the reasons of personnel turnover and influence on the organization are often not properly evaluated or even ignored. This situation occurred because the model, which could assess and explain the turnover of personnel in enterprises, has not been developed yet. The article analyses the reasons of personnel turnover as well as the main factors which determine the personnel turnover. In addition, the nine elements model of personnel turnover stabilization is proposed. Meanwhile, the survey of Lithuanian construction companies has hel

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Crimando, William, T. F. Riggar, and Geraldine Hansen. "Personnel Turnover." Journal of Applied Rehabilitation Counseling 17, no. 2 (1986): 17–20. http://dx.doi.org/10.1891/0047-2220.17.2.17.

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The problem of turnover in rehabilitation facilities was studied. Directors of a random sample of facilities accredited by the Commission on Accreditation of Rehabilitation Facilities were surveyed, to determine specific dimensions of turnover; Based on an effective return rate of 66.5% (N = 321), it was determined that the turnover rate in these facilities averaged 22.6%, and exceeded 26% in some. Directors identified several reasons why employees left, among which were better jobs, higher pay, and stress/burnout.

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Igbaria, Magid, and Sidney R. Siegel. "The reasons for turnover of information systems personnel." Information & Management 23, no. 6 (1992): 321–30. http://dx.doi.org/10.1016/0378-7206(92)90014-7.

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Udodova, E. P., and A. V. Kolesnikov. "The problem of staff turnover and ways to solve it." Normirovanie i oplata truda v promyshlennosti (Rationing and remuneration of labor in industry), no. 2 (February 25, 2021): 56–60. http://dx.doi.org/10.33920/pro-3-2102-06.

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Koroleva, L. L. "Prerequisites for Increasing the Turnover of Line Banking Personnel." Contemporary problems of social work 6, no. 4 (2020): 4–13. http://dx.doi.org/10.17922/2412-5466-2020-6-4-4-13.

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the article examines the objective and ideologically established prerequisites for the growth of the outflow of line banking personnel. In the realities of widespread digitalization and the development of remote technologies, the reasons for the increase in staff turnover are not sufficiently justified and clear. Of course, the profile of the most linear bank employee brings us back to the question of the Theory of generations of N. Howe and V. Strauss, as well as to the personalization of the approach of employee adaptation in the workplace. The methodological basis of these studies is the re

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Kekutia, Tamar. "Voluntary Turnover Factors in Georgia." International Journal of Human Resource Studies 9, no. 2 (2019): 28. http://dx.doi.org/10.5296/ijhrs.v9i2.14395.

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The contemporary world has become VUCA (Volatile, Uncertain, Complex and Ambiguous). In the modern world people are quick to change and think quickly. In VUCA world personnel retention is one of the key points for effective, measurable, and successful results of the company’s activity. In rapidly changing environment talents' recruiting and attraction in long-term cooperation is more difficult. Employee resources should be used effectively for the business success and contrary it is important employees’ satisfaction for bilateral relationship and psychological contracting process. The companie

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Gareeva, Zemfira, Gulnara Nizamova, Larisa Avdeeva, Irina Soloveva, and Dilara Musina. "Development of the personnel controlling model of oil organizations." SHS Web of Conferences 101 (2021): 02024. http://dx.doi.org/10.1051/shsconf/202110102024.

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The purpose of the work is to develop proposals aimed at improving the personnel controlling model of oil organizations as a tool for managing the processes of personnel turnover. The experience of applying the system of personnel controlling in foreign countries has proven to be an effective system, providing the management with the relevant information base for timely tracking of changes in the indicators of personnel management and productivity indicators. There is theoretically confirmed interrelation between personnel turnover indicators and labor productivity that predetermines the neces

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BRUSENTSOVA, Lilia, Anastasia SHEINA, and Anastasia MASHKOVA. "MANAGING THE BANK'S STAFF TURNOVER TAKING INTO ACCOUNT BEHAVIORAL CHARACTERISTICS." Vestnik BIST (Bashkir Institute of Social Technologies) 137 (December 28, 2020): 67–73. http://dx.doi.org/10.47598/2078-9025-2020-4-49-67-73.

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This study focuses on the problem of employee turnover in the banking sector. The reasons for staff turnover are analyzed, the main attention is paid to the specifics of the labor behavior of employees of different generations. The purpose of this study is to identify the features of the Bank's personnel turnover management, taking into account generational characteristics. In accordance with the purpose of the work, the following tasks were set: to consider expert assessments of the problem of staff turnover in banks, to analyze generational differences, to conduct a study of the personnel st

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Krausz, Moshe, Aharon Bizman, and Itzhak Weiss. "CAUSAL ATTRIBUTIONS FOR TURNOVER B SUPERVISORY AND NON-SUPERVISORY PERSONNEL." Social Behavior and Personality: an international journal 17, no. 1 (1989): 93–101. http://dx.doi.org/10.2224/sbp.1989.17.1.93.

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The present study examined the causal attributions for turnover of employees by supervisory and non-supervisory employees. It was hypothesized that only among non-supervisors but not among supervisors, causes of turnover will be related to the respondents' own job attitudes. One hundred and seven supervisors and 155 non supervisors rated the extent of their agreement which each of the following two reasons for employee turnover: Employees leave because they were dissatisfied with their work. 2. Employees leave because of external causes such as family matters. In addition, participants' attitu

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Loginova, M. V. "Value orientations of police officers as a factor of personnel turnover in the National Police of Ukraine." Analytical and Comparative Jurisprudence 1, no. 3 (2025): 525–29. https://doi.org/10.24144/2788-6018.2025.03.1.80.

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The article examines the problem of personnel turnover in the National Police of Ukraine through the prism of the value orientations of its employees. The relevance of the study is due to the high level of dismissals among police officers, which negatively affects the effectiveness of law enforcement activities and public trust. Traditional studies of personnel turnover often focus on material aspects, however, this work emphasizes the importance of value orientations as a potential factor influencing the decision of police officers to remain in service or resign. The purpose of the study is t

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Winking, Deborah L., John S. Trach, Frank R. Rusch, and Jeffrey Tines. "Profile of Illinois Supported Employment Specialists: An Analysis of Educational Background, Experience, and Related Employment Variables." Journal of the Association for Persons with Severe Handicaps 14, no. 4 (1989): 278–82. http://dx.doi.org/10.1177/154079698901400406.

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Coordinators of Illinois supported employment programs were surveyed for information regarding the demographics and reasons for job turnover of employment specialists. In addition, the employment specialist position was compared with that of direct service personnel in local rehabilitation agencies in terms of salary, benefits, and turnover. Survey results showed that although 58% of the programs responding required employment specialist applicants to hold a bachelor's degree, only 34% of those employment specialists actually hired held a bachelor's degree in a related field and an additional

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Guo, Yanjun, Tuo Zhang, and Ruotong Li. "Priority to Self-Interest? Economic Development? Or Ecological Coordination? The Turnover of Local Officials and Environmental Governance in China." Land 12, no. 1 (2022): 91. http://dx.doi.org/10.3390/land12010091.

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Under the background of government-oriented environmental governance in China, the environmental effect of local official turnover has become an important issue. How to improve governmental governance is an important issue that profoundly affects local environmental governance. Based on a literature analysis, this paper establishes an environmental-effect identification equation to deeply analyze the environmental effect of local official turnover on private enterprises. Then, this paper empirically analyzes the effect of local personnel turnover on the environmental pollution control of priva

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Arkhipova, Svetlana Viktorovna, and Tatyana Vladimirovna Bessonova. "Analysis of the nursing staff selection system by the example of a stationary medical organization." Medsestra (Nurse), no. 4 (April 1, 2021): 59–67. http://dx.doi.org/10.33920/med-05-2104-06.

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The aim of the study was to search for effective forms of selection of nursing personnel and their placement in a medical organization. Results: the analysis and study of the reasons for the turnover of nursing staff were carried out, effective forms of selection and placement of personnel in the organization were recommended. Conclusion: a qualitatively new level of development of the health care system cannot be achieved without the effective use of human resources. The study showed the role of personnel management, effective use of «human resources», rational selection of medical personnel.

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Kolennikova, Olga A. "Factors for potential turnover of doctors." City Healthcare 1, no. 2 (2021): 59–67. http://dx.doi.org/10.47619/2713-2617.zm.2020.v1i2;59-67.

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Background. The need to attract doctors in scarce specialties and preserve the core of experienced specialists makes the study of the potential of voluntary labor mobility urgent. A search for ways to improve the quality of medical personnel in health care needs an extension in understanding main motives for the turnover of doctors in order to ensure their social safety. Purpose. The aim of the paper is to identify the scale of the potential turnover of medical personnel and the reasons influencing doctors' intentions to change their jobs. Materials and methods. The concept of decent work adap

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Grihno, V., and M. Simonova. "Analysis of the Reasons of Personnel Currency Under Covid-19 Preview (on the Example of Russian Post)." Management of the Personnel and Intellectual Resources in Russia 10, no. 3 (2021): 56–60. http://dx.doi.org/10.12737/2305-7807-2021-10-3-56-60.

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During the period of coronavirus restrictions, the issue of staff stability is of particular importance, and, as a result, the management of staff turnover. In the difficult economic situation caused by the pandemic, employers had to not only keep the team, not allowing massive layoffs, but also retain valuable workers. We conducted a survey among the quitting employees in the branches of the Volga Macroregion of the Russian Post. Based on the data obtained, the reasons for dismissal were analyzed during the period of restrictive government measures in connection with the spread of COVID

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Lakshman, Sangeetha. "Nurse Turnover in India: Factors Impacting Nurses’ Decisions to Leave Employment." South Asian Journal of Human Resources Management 3, no. 2 (2016): 109–28. http://dx.doi.org/10.1177/2322093716657470.

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Nursing turnover remains problematic, yet research with nurses is scarce in India. Turnover intentions were examined in this study to identify the critical reasons of the problem and to provide hospitals with information regarding job satisfaction as it is associated with turnover intention. Interviews were conducted with 144 nurses and top management personnel from eight hospitals in southern India. Using critical incident technique, we compared high attrition hospitals (HAH) with low attrition hospitals (LAH) and identified three key themes that distinguished them: the nature of the organiza

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Митрофанова, Елена, Elena Mitrofanova, А. Шаблин, and A. Shablin. "Management of Employee Turnover in the Industrial Enterprise: Methodological Approach." Management of the Personnel and Intellectual Resources in Russia 7, no. 5 (2018): 9–14. http://dx.doi.org/10.12737/article_5bd1c301cd5794.02186135.

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Employee turnover is a certain form of the social and labor movement of personnel, caused by existence of an imbalance of interests of internal labor market subjects because of interaction of social and economic, social and psychological and other factors. Factors of employee turnover are presented by the phenomena directly or indirectly influencing emergence of employee turnover at the enterprise. Employee turnover reasons translate her from a potential state (predisposition to turnover) on active (readiness for turnover). Employee turnover motives are the workers’ discrepancy awareness of so

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Diaz, Suzanne. "The Need for Speech-Language Pathologists in California Public School Districts." Language, Speech, and Hearing Services in Schools 16, no. 1 (1985): 34–40. http://dx.doi.org/10.1044/0161-1461.1601.34.

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Forty school districts or 69% of California's counties, responded to a mail questionnaire concerning the need for speech-language pathology personnel in California. About half of the school districts sampled did not need additional speech-language pathology personnel based on their estimate of the number of personnel required. However, when districts were asked to account for failure to provide needed services, only 35% of the districts felt that their needs were met. Forty-seven percent of the school districts sampled had emergency credentialed personnel on their speech-language pathology sta

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Штепа, А. С. "PROBLEMS OF HUMAN RESOURCES MANAGEMENT AT INDUSTRIAL ENTERPRISES IN THE POST-WAR PERIOD." Visnik Zaporiz kogo nacional nogo universitetu Ekonomicni nauki, no. 3 (59) (January 24, 2024): 92–98. http://dx.doi.org/10.26661/2414-0287-2023-3-59-17.

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The article examines the issues of personnel policy of industrial enterprises in the post-war period. The quantitative and qualitative composition of the personnel in the industrial sector, the number of permanent employees, and the business’s innovative activities have been investigated. It is noted that personnel serves as the foundation for enterprise development, ensuring the stability of industrial enterprises. It has been found that the number of permanent employees in the industrial sector is constantly decreasing, and factors such as the implementation of automated systems and robots r

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BEKTIMIROVA, Nadezhda N. "FORTHCOMING RULING ELITE CHANGE IN CAMBODIA." Southeast Asia: Actual Problems of Development, no. 1 (54) (2022): 131–38. http://dx.doi.org/10.31696/2072-8271-2022-1-1-54-131-138.

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The article considers the forthcoming in 2023 change of ruling elites which was officially announced in December 2021. Prime Minister Hun Sen will be succeeded by his son – the three-star general Hun Manet whose candidacy had already been endorsed by the CPP congress. A complete change of the government and the heads of the legislature is planned. The article analyses the reasons behind such sweeping personnel turnover. It shows how the authorities are planning to preserve high social status for those politicians who are to relinquish power. The paper further examines the new trends brought ab

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Márquez Hermosillo, Abigaíl, Luis Felipe Rodríguez, Guillermo Salazar Lugo, and Gilberto Borrego. "Employee profile and labor turnover in outsourcing companies: A data mining approach." Ingeniería Investigación y Tecnología 24, no. 4 (2023): 1–12. http://dx.doi.org/10.22201/fi.25940732e.2023.24.4.031.

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Data mining can be applied to seek hidden information on large volumes of data. On Human Resources Management, it helps to identify reasons behind turnover and employee behavior. That knowledge leads to identify unwanted employee profiles and help to improve personnel selection processes, which are a media to reduce the turnover rate in companies. In this paper we analyzed the situation of a Human Resources Outsourcing company and tested various data mining techniques to compare which presented a better performance and had a better suitability to classify labor turnover on low skill employees

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БУДАНОВА, М. В., Е. П. ЖИЛЕНКОВА, Т. Э. СЕРГУТИНА, Д. Д. ВЕЛИГУРА, Д. П. ОРЛОВСКИЙ та С. Д. ТУЛУПОВА. "ОЦЕНКА МОТИВАЦИИ ТРУДА РАБОТНИКОВ ЛЕСНОГО СЕКТОРА БРЯНСКОЙ ОБЛАСТИ". Экономика и предпринимательство, № 10(171) (7 жовтня 2024): 1109–13. http://dx.doi.org/10.34925/eip.2024.171.10.202.

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В настоящее время наблюдается кадровый голод на предприятиях лесного сектора ЦФО. В статье анализируется причины нехватки специализированных кадров, рассматриваются проблемы мотивации труда персонала лесопромышленных предприятий на примере предприятий Брянской области. Исследование мотивации труда позволяет повысить производительность, снизить текучесть кадров, повысить инновационный потенциал предприятий. Currently, there is a staff shortage at enterprises in the forestry sector of the Central Federal District. The article analyzes the reasons for the shortage of specialized personnel, and ex

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Кучумов, В. А., and М. В. Волошина. "DEVELOPMENT OF MEASURES TO ALLEVIATE STAFF TURNOVER PROBLEM IN SERVICE SECTOR." ЖУРНАЛ ПРАВОВЫХ И ЭКОНОМИЧЕСКИХ ИССЛЕДОВАНИЙ, no. 4 (December 26, 2023): 204–8. http://dx.doi.org/10.26163/gief.2023.22.84.030.

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В статье описывается степень влияния негативной мобильности кадров, а также очевидные и скрытые причины этого явления. Проводится анализ общедоступных статистических данных и определение предпосылок и поводов относительно выявляемых тенденций. Рассмотрены особенности наиболее подверженного данному феномену сектора, выделены преимущества и недостатки текучести кадров, даны пояснения неоднозначных специфических аспектов проблемы. We describe the degree of influence of negative personnel mobility and reveal the explicit and latent causes of the phenomenon in question. We carry out the analysis of

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Абзалилова, Л. Р. "Modeling the Outflow of Personnel in a Large Company Using Data Mining Technologies." Экономика и управление: научно-практический журнал, no. 3(159) (June 25, 2021): 152–57. http://dx.doi.org/10.34773/eu.2021.3.28.

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В данной статье рассматриваются методы интеллектуального анализа данных, позволяющие определить факторы, которые влияют на причины увольнения (или неувольнения) сотрудников крупной компании. В связи с тем, что увольнение сотрудников может повлечь большие расходы для бизнеса, вопрос об основаниях, побуждающих к этому, является важным и актуальным. С использованием моделей логистической регрессии, случайного леса, k-средних и модели пропорциональных рисков Кокса были выявлены факторы, влияющее на вероятность увольнения, а также показана их значимость и определены отделы с самой большой текучесть

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Roberts, Gary E. "Barriers to Municipal Government Performance Appraisal Systems: Evidence from a Survey of Municipal Personnel Administrators." Public Personnel Management 23, no. 2 (1994): 225–36. http://dx.doi.org/10.1177/009102609402300205.

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Performance appraisal systems are an important tool of personnel management, but not all municipalities utilize this technique. The study analyzed the major reasons why municipal governments do not implement a formal performance appraisal system. The data was derived from a national sample of municipal government personnel officers. The results indicate that the most important barriers were a lack of expertise in performance appraisal and insufficient resources to adequately support a system. Discriminate analysis showed that western and southern cities were more likely to utilize an appraisal

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Чернова, Джавания, Dzhavaniya Chernova, Любовь Морозова, Lyubov Morozova, Анастасия Поправкина, and Anastasiya Popravkina. "Employee loyalty in the hospitality industry and ways to develop organizational citizenship behaviour." Services in Russia and abroad 8, no. 5 (2014): 98–109. http://dx.doi.org/10.12737/5367.

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The article considers the key tasks of Human resources departments in building and maintaining executive employee loyalty in the hospitality industry. The issue of employee loyalty attracts increasing attention for a number of reasons: (1) the possibility of forecasting and preventing personnel turnover; (2) a belief that a loyal employee is more efficient than either an apathetic or an disloyal one. Human resource is one of the greatest contributors to a company’s competitive potential, it is currently regarded as a pivotal element of the management system and, therefore, requires and deserve

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Vasantham, Dr S. Tephillah, and Dr P. S. Aithal. "A Systematic Review on Importance of Employee Turnover with Special Reference to Turnover Strategies." Irish Interdisciplinary Journal of Science & Research 06, no. 04 (2022): 28–42. http://dx.doi.org/10.46759/iijsr.2022.6404.

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This studies targets to apprehend the reasons of worker turnover and retention techniques in a business enterprise. Key studies findings suggest that personnel have numerous motives to go away their workplaces, including activity strain, activity pride, activity security, motivation, wages, and rewards. Furthermore, worker turnover has a large effect on a business enterprise because of the prices related to worker turnover and may negatively affect the productiveness, sustainability, competitiveness, and profitability of a business enterprise. However, the business enterprise need to apprehend

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Saidu, Nasiru. "Factors Influencing Employee’s Turnover and Their Effects in the Malaysian Private Sector." International Journal of Business and Management Future 2, no. 1 (2018): 30–37. http://dx.doi.org/10.46281/ijbmf.v2i1.117.

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The word “employee turnover is a crucial metric that is frequently integral to organizations’ personnel arranging and policy. The main rationale of this study is to discover out the legitimate reasons behind employees turnover and its consequences on the productivity of Malaysian manufacturing industries. Based on the indication of the coefficient shows that, the inverse relationship between the turnover intension, carrier promotion, price, personality and job match. On the off chance that the satisfaction level of utilizes in regards to their occupation is elevated, the turnover aim will be s

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Dr.S.Tephillah, Vasantham, and Dr.P.S.Aitha. "A Systematic Review on Importance of Employee Turnover with Special Reference to Turnover Strategies." Irish Interdisciplinary Journal of Science & Research (IIJSR) 6, no. 4 (2022): 28–42. https://doi.org/10.46759/IIJSR.2022.6404.

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<em>This studies targets to apprehend the reasons of worker turnover and retention techniques in a business enterprise. Key studies findings suggest that personnel have numerous motives to go away their workplaces, including activity strain, activity pride, activity security, motivation, wages, and rewards. Furthermore, worker turnover has a large effect on a business enterprise because of the prices related to worker turnover and may negatively affect the productiveness, sustainability, competitiveness, and profitability of a business enterprise. However, the business enterprise need to appre

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KOTSUR, Andriy, Victor OSTROVERHOV, and Oleksandra OVSYANIUK-BERDADINA. "THE MAIN TASKS OF HR ANALYTICS IN THE CONTEXT OF IMPLEMENTING THE PERSONNEL MANAGEMENT FUNCTION." Regional’ni aspekti rozvitku produktivnih sil Ukraїni, no. 28 (2023): 133–40. http://dx.doi.org/10.35774/rarrpsu2023.28.133.

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Introduction. The article presents and substantiates the main tasks of HR analytics at the enterprise in modern conditions. Monitoring and adaptation of the personnel management system to new economic conditions are key aspects of the effective functioning of the organization during the war. Personnel training metrics determine the effectiveness of the processes of appropriation and selection of employees in the company. They help to assess how successful the work of acquiring and retaining talented personnel is. The study of personnel retention is an important task of the HR analyst in order

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Yılmaz, Harun, Cemal Durmuşçelebi, and Seda Arslan. "The Role of Organizational Trust in Shaping Commitment and Reducing Turnover Intention in Aviation." Journal of Aviation 8, no. 3 (2024): 383–93. http://dx.doi.org/10.30518/jav.1548032.

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In the contemporary business landscape, advancements in artificial intelligence and robotics are rapidly transforming industries, including air transportation. Although the demand for human resources may diminish with technological progress, the necessity for skilled personnel remains critical. The air transportation sector, in particular, relies heavily on qualified professionals, whose contribution to sustainable business practices is substantial. However, despite their importance, these trained professionals may occasionally exhibit a turnover intention their positions. Such turnover in an

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Малкова, Л. Л. "Organizational and legal aspects of the problem of staff turnover in the penal system of the Russian Federation." Ius Publicum et Privatum, no. 4(14) (March 3, 2022): 118–23. http://dx.doi.org/10.46741/2713-2811-2021-4-118-123.

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В статье представлен научно-теоретический анализ существующих в научной литературе точек зрения относительно содержания и причин текучести кадров. На основании результатов социологического опроса, проведенного среди практических сотрудников кадровых и иных подразделений территориальных органов Федеральной службы исполнения наказаний, установлены основные причины снижения уровня удовлетворенности трудом и роста текучести кадров в учреждениях и органах уголовно-исполнительной системы, увольнения со службы молодых сотрудников, предложены меры организационно-правового характера по совершенствовани

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Longenecker, Clinton, and Lawrence S. Fink. "The top ten reasons that key managers leave." Human Resource Management International Digest 22, no. 2 (2014): 36–38. http://dx.doi.org/10.1108/hrmid-03-2014-0030.

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Purpose – Presents the top ten reasons that senior managers identified for business leaders voluntarily leaving their current employers. Offers recommendations to prevent organizations from unnecessarily losing their managerial talent. Design/methodology/approach – Presents the top ten reasons that senior managers identified for business leaders voluntarily leaving their current employers. Offers recommendations to prevent organizations from unnecessarily losing their managerial talent. Findings – Reveals that: bad bosses drive out good leaders; toxic and dysfunctional work cultures drive up m

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BRYGIN, Yu P. "Unresolved issues in pyrotechnic activities as an objective cause of emergency incidents." Fire and Emergencies: prevention, elimination 2 (2024): 13–22. http://dx.doi.org/10.25257/fe.2024.2.13-22.

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Purpose. Analysis of pyrotechnic activities various types, both licensed and unlicensed, supposes the need to assess modern requirements of regulatory documents governing the turnover of pyrotechnics in the country. How fully do they meet the requirements for the safe implementation of such activity for personnel, spectators, the surrounding infrastructure and exclude the causes of emergency incidents? Methods. The author has analyzed legal acts and regulatory documents governing the licensing of the production, storage and use of technical pyrotechnics, as well as the turnover of pyrotechnic

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Гонашвили, А. С. "STAFF TURNOVER: APPLIED SOCIOLOGICAL RESEARCH." Вестник МИРБИС, no. 14(14) (July 9, 2018): 110–16. http://dx.doi.org/10.25634/mirbis.2018.2.16.

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Актуальность исследования: в данной статье автор исследует причины текучести кадров на примере социологического исследования. В статье представлено реальное социологическое исследование, проводимое автором по проблематике текучести кадров на примере общепита Диет-Бистро, расположенном в городе Ташкент. Цель исследования: выявить основные факторы, влияющие на текучесть кадров в столовой Диет-Бистро, а также дать основные рекомендации для снижения текучести персонала в столовой Диет-Бистро. Методы исследования: в качестве основного метода исследования выступало интервью. Практическая значимость:

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USTILOVSKA, A. "PROBLEMS OF DIGITALIZATION OF THE PERSONNEL MANAGEMENT SYSTEM OF DOMESTIC ENTERPRISES." REVIEW OF TRANSPORT ECONOMICS AND MANAGEMENT, no. 7(23) (February 11, 2023): 215–22. http://dx.doi.org/10.15802/rtem2022/268906.

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Goal. The article is devoted to the study of the theoretical foundations of the digitization of the personnel management system, the identification of the main problems of the digitization process in Ukraine, the analysis and justification of the need to introduce digital technologies into the personnel management system at domestic enterprises. Method. During the writing of the article, methods of analysis and synthesis, grouping methods, statistical methods, graphic, balance method, and comparison methods were used. The results. The increase in staff turnover at domestic enterprises is cause

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Борисова, А., and A. Borisova. "THE TRENDS OF PERSONNEL MANAGEMENT DEVELOPMENT: RESULTS OF THE WORLD SUMMIT HR DIGITAL — 2017." Management of the Personnel and Intellectual Resources in Russia 6, no. 5 (2017): 5–8. http://dx.doi.org/10.12737/article_5a0423bc1ba8c0.79989014.

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The article analyses the development trends of the HR-management practice on the basis of presentations by the experts on the World Summit HR Digital — 2017. The reasons of change from socio-humanistic HR-management to economic and marketing HR-management are justifi ed. The trends of the instrumental updates of the personnel manager functionality are given. The article identifi es the key managerial tasks in predictive technological development of HR-management, aimed at the design of turnover rate model, and assessment model of economic returns on resources, which are invested in HR-manageme

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Cavalcanti G. Ferreira, Pedro, and Elaine Rabelo Neiva. "Antecedents of turnover in federal public administration." RAUSP Management Journal 53, no. 3 (2018): 366–84. http://dx.doi.org/10.1108/rausp-04-2018-008.

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Purpose Understanding the reasons that lead civil servants to abandon their offices is an important step towards qualifying personnel management in the Federal Administration. The purpose of this study is to present an initial approach to the subject and to investigate variables that favor or reduce the turnover intention among civil servants in the Federal Executive Branch. Design/methodology/approach To fulfill the objective stated, the study resorted to variables of values, expectations and affective commitment to the organization. Variables were tested in a model of structural equations ca

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Pedro, Cavalcanti G. Ferreira, and Rabelo Neiva Elaine. "Antecedents of turnover in federal public administration." RAUSP Management Journal 53, no. 3 (2018): 366–84. https://doi.org/10.1108/RAUSP-04-2018-008.

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Purpose – Understanding the reasons that lead civil servants to abandon their offices is an important step towards qualifying personnel management in the Federal Administration. The purpose of this study is to present an initial approach to the subject and to investigate variables that favor or reduce the turnover intention among civil servants in the Federal Executive Branch. Design/methodology/approach – To fulfill the objective stated, the study resorted to variables of values, expectations and affective commitment to the organization. Variables were tested in a model of structu

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ТАЮРСКАЯ, О. В. "PROBLEMS OF LABOR MARKET DEVELOPMENT IN REMOTE REGIONS OF THE RUSSIAN FEDERATION." Экономика и предпринимательство, no. 12(149) (May 21, 2023): 470–74. http://dx.doi.org/10.34925/eip.2022.149.12.092.

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Проблемы развития рынка труда и вопросы занятости населения -являются наиболее важными для каждого региона и страны в целом, от эффективного функционирования которого зависят многие социально-значимые показатели: обеспеченность квалифицированными кадрами каждой отрасли, обеспеченность кадрами отдельного региона, показатели текучести кадров, мотивация и удовлетворенность трудом, в итоге – экономический рост в каждой отрасли и регионе. Одним из негативных факторов, оказывающих явное влияние на рынок труда - является безработица. В современных условиях – вопросы кадровой обеспеченности любой отра

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Smirnova, N. A., A. A. Gutareva, and J. S. Bubnova. "EVALUATION OF WORKERS ‘EMPLOYMENT IN RUSSIAN ENTERPRISES IN DIFFERENT SPHERES OF ACTIVITY." Scientific bulletin of the Southern Institute of Management, no. 4 (December 30, 2017): 29–33. http://dx.doi.org/10.31775/2305-3100-2017-4-29-33.

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The article examines the fluidity of human resources at Russian enterprises by types of sectoral activity in the period from 2014-2016. The estimation of the number of accepted employees of the list structure in the economy as a whole is given, and the number of retired employees of the list structure as a whole for the economy in the Russian Federation is analyzed. In the conditions of the transition economy, one of the topical and acute problems is the problem of personnel turnover at the enterprise, the solution of which predetermines the preservation of the stability and development of org

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Abubakar, Aisha Halako, and Lawrence Wainaina. "Staff Turnover and Organizational Performance of Selected Private Hospitals in Kilifi County, Kenya." International Journal of Current Aspects 3, no. VI (2019): 309–26. http://dx.doi.org/10.35942/ijcab.v3ivi.91.

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The performance within most of the private hospitals in Kilifi County has been deteriorating as more of its staff is leaving the private hospitals in search of the county government jobs. The study took a look at the results of personnel turnover on the organizational performance of chosen private hospitals in Kilifi County. The specific goals that assisted the research study were to evaluate the impact of voluntary turnover, involuntary turnover, functional turnover and dysfunctional turnover on the organizational performance. Theories utilized consisted of equity theory, human capital theory

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Chistikov, A. N. "POLITICAL BUREAUCRACY IN NOVGOROD PROVINCE OF 1920s." Memoirs of NovSU, no. 4 (2024): 712–20. https://doi.org/10.34680/2411-7951.2024.4(55).712-720.

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The political bureaucracy includes leading Soviet and Party workers whose main function is to make political decisions. The chairmen of executive committees and secretaries of Bolshevik Party committees were part of the provincial political bureaucracy. This paper examines some biographical information about the top officials of the Novgorod province in 1917–1927. Based on unpublished and published sources, personnel rotation, place of birth, social origin, age, and party affiliation of bureaucrats are analyzed. The author concludes that the prevailing type of political bureaucrat in the Novgo

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Shoorideh, Foroozan Atashzadeh, Tahereh Ashktorab, Farideh Yaghmaei, and Hamid Alavi Majd. "Relationship between ICU nurses’ moral distress with burnout and anticipated turnover." Nursing Ethics 22, no. 1 (2014): 64–76. http://dx.doi.org/10.1177/0969733014534874.

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Background: Moral distress is one of intensive care unit nurses’ major problems, which may happen due to various reasons, and has several consequences. Due to various moral distress outcomes in intensive care unit nurses, and their impact on nurses’ personal and professional practice, recognizing moral distress is very important. Research objective: The aim of this study was to determine correlation between moral distress with burnout and anticipated turnover in intensive care unit nurses. Research design: This study is a descriptive-correlation research. Participants and research context: A t

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Yaser, Mohamad. "Diagnosis Aspek yang Berkaitan dari Pergantian Petugas Medis RS “X”." Indonesian Scholar Journal of Medical and Health Science 3, no. 02 (2023): 38–48. http://dx.doi.org/10.54402/isjmhs.v3i02.561.

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Introduction: The study extensively investigates the factors associated with employee turnover, particularly concentrating on nurses, at Hospital "X". Hospitals play a pivotal role in providing healthcare services to communities, but intense competition and societal changes have implications for employee turnover, including that of nurses. The turnover rates of nurses in the years 2019-2021, encompassing the period from January to October, depict figures of 15.5%, 14.7%, and 23.6% consecutively. Employing a dual-pronged methodology encompassing quantitative and qualitative approaches, the rese

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ИЛЮХИНА, Л. А. "AUDIT OF PERSONNEL NUMBER AND MOVEMENT MANAGEMENT AS THE BASIS FOR PERSONNEL SELECTION." Экономика и предпринимательство, no. 8(157) (October 23, 2023): 1315–18. http://dx.doi.org/10.34925/eip.2023.157.8.246.

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В статье представлены основы проведения аудита управления численностью и движением персонала на примере данных Самарского филиала крупной российской компании, занимающейся обслуживанием и ведением бухгалтерского и налогового учета Обществ группы ПАО «НК «Роснефть». Анализируемые показатели рассматриваются как основа планирования работ по подбору и расчета численности рекрутеров. Рассматриваются особенности анализа динамики среднесписочной и средней численности персонала, а также текучести кадров с точки зрения их влияния на объем работ по подбору. На примере данных конкретной организации прове

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Ziabina, Yevheniia, Aleksy Kwilinski, and Tatiana Belik. "HR management in private medical institutions." Health Economics and Management Review 2, no. 1 (2021): 30–36. http://dx.doi.org/10.21272/hem.2021.1-03.

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The article summarizes the arguments and counter-arguments within the scientific discussion on improving the HR management system in medical centers through HR policy tools. The study’s main purpose is to form proposals and focus on the prospects for the development of HR management in medical institutions. Systematization of learned treatises and approaches on the development of HR management systems showed problems in HR management’s current methods and systems. The urgency of solving this scientific problem is that the improvement of HR policy could effectively form and modernize medical or

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Zaverbnyj, A., and H. Pushak. "Theoretical and Applied Principles of Personnel Audit as an Element of the Enterprise Risk Management System." Management of Economy: Theory and Practice. Chumachenko’s Annals, no. 2024 (2024): 38–51. https://doi.org/10.37405/2221-1187.2024.38-51.

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The article highlights the main methodological and applied principles of personnel audit as an element of the enterprise risk management system. In the conditions of war and complete uncertainty, people are constantly under stress, not knowing how events in the country will unfold in the future. Uncertainty about the stability of jobs and regular income also leads to high anxiety, which negatively affects labor productivity. That is why the process of controlling and auditing personnel as an element of the enterprise risk management system is relevant for study, research and development in ord

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Zhuravskaia, A. V. "GENERAL PURGE OF THE RCP (B) IN 1921 (ON THE MATERIALS OF THE BRYANSK PROVINCE)." Vestnik Bryanskogo gosudarstvennogo universiteta 07, no. 02 (2023): 59–66. http://dx.doi.org/10.22281/2413-9912-2023-07-02-59-66.

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The article is devoted to the study of extraordinary personnel policy measure - the general purges in 1921. On the materials of Bryansk province the activity of the commission for checking and purging the Party personnel is shown. The reasons for exclusion from the party and data on the social structure of the excluded, withdrawn and dropped out are given. Attention is paid to their labor activity, behavior in society and attitude to the Soviet power. The documents show that many expelled from he Party did not seek to return to the Party ranks. Mostly those who held responsible positions (empl

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Grechenko, V. A. "Staffing of the Ukrainian SSR militia in 1945." Bulletin of Kharkiv National University of Internal Affairs 95, no. 4 (2021): 26–42. http://dx.doi.org/10.32631/v.2021.4.02.

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The main aspects of the USSR militia staffing in 1945 are revealed. The main directions of personnel work were as follows: 1) completion of staffing of militia bodies; 2) consolidation of personnel, primarily management; 3) creation of an effective reserve of nomination; 4) organization of training, improving the quality of preventive and educational work among personnel; 5) completion of the collection and search of personal files and bringing them into order, completion of a special inspection of those who joined the militia. During 1945, the PCIA (people's commissariat of internal affairs)

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