MANAGING STAFF TURNOVER IN THE HR MANAGEMENT SYSTEM

Abstract

This article explores the theoretical and methodological aspects of managing staff turnover within the HR management system, taking into account the specific features of the Russian labor market. The author notes that, given the current socioeconomic development conditions, the problem of staff turnover is becoming even more acute, as macroeconomic instability is becoming a key influence. In this case, the overall negative backdrop caused by foreign economic sanctions is compounded by the impact of various administrative restrictions on labor mobility. All of these factors contribute to turbulent trends in the country's labor market, which exacerbate staff turnover. Staff turnover is an indicator that reflects the rate at which a company loses its employees. An elevated rate, typically over 5%, indicates high turnover, which negatively impacts labor productivity and reduces the effectiveness of job performance. The article clarifies the essence of the category «employee turnover» based on the analysis of the available scientific space, systematizes the main forms and types of employee turnover at the enterprise, and characterizes the role of motivation as one of the most effective ways to reduce employee turnover.