Staff turnover analysis

INTRODUCTION
It is difficult to disagree with the statement that the staff of the organization is the main potential of the company. To date, more and more managers have become convinced of the relevance of human resources policy issues, because no matter how successful the strategy is, it is implemented by the employees of the organization. And only a well-formed team of like-minded people is able to realize the important tasks and goals facing the company.
For the majority of companies high turnover of personnel is one of the main problems. Therefore, it is necessary to learn how to manage staff turnover: to find its causes, keep statistics and take appropriate measures in time.
The problem of staff turnover was considered by such scientists as: Shatalova N.I., Kibanov Y.A., Askarova V.V., Romanov V.I. Skavitin A.V. They justified the theoretical significance of staff turnover and its main disadvantages.
The choice of this topic is justified by its practical significance. The developments presented in the practical part may become the basis for the reduction of personnel turnover in OOO KB "Renaissance Credit".
The research subject is OOO KB "Renaissance Credit"; the research subject is personnel turnover in OOO KB "Renaissance Credit".
The objective of the study is to develop measures to reduce staff turnover at Renaissance Credit Bank LLC.
It is possible to achieve this objective by solving the following tasks:
1) Study modern approaches to the assessment of staff turnover.
2.To reveal the reasons causing the staff turnover, to study the methods of staff turnover rate reduction.
3.3. To analyze the personnel turnover in Renaissance Credit Bank LLC
4.Develop and propose measures to reduce staff turnover.
Theoretical and empirical research methods were used in the work: observation, comparison, questionnaires, statistical analysis of work results.
Theoretical basis of the course work was made up of scientific literature, electronic courses and training manuals on personnel management of the organization.
Scientific novelty:
- The concept of staff turnover has been clarified;
- the forms of personnel turnover are theoretically grounded and divided;
- methods to reduce personnel turnover at the enterprise are proposed;
- rationality of application of the offered methods on decrease in a turnover of the personnel is revealed.
Practical importance of the given research is shown in possibility of application of the program on decrease in a turnover of the personnel at the enterprise.
CONCLUSION
Today, staff turnover is also one of many problems facing modern enterprises. The high level of staff turnover almost always points to serious shortcomings in the personnel management system.
The study of the literature on the problems of turnover, presented in the first chapter of the course work, allowed to draw a conclusion that despite the demands of practice, the science has not yet developed a holistic concept and technology of managing this process.
However, the consequences of the turnover depend both on its quantitative size and on the qualitative composition of the quit (dismissed) bank employees. Therefore the basis of the concept of decrease in turnover of the personnel should make not only maintenance of increase of efficiency of activity of the organization as a whole, but also universal development of its personnel potential in comparison with changes of external environment, and also the program on adaptation of the accepted personnel.
At regulation of a turnover of the personnel it is necessary to maintain certain proportions within various categories of the personnel, aspiring to formation of rational structure of the organization.
In the second chapter of the course work the study of personnel turnover in Renaissance Credit Bank LLC was conducted. The study showed that the salary of bank employees is much lower than that of competitors, for this reason employees often choose other banks. Th

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