Russian Federation
Ekaterinburg, Russian Federation
The study examines the problem of staff turnover, which is currently relevant for most organizations. There is a shortage of personnel in the market, which means that in such conditions their excessive care can become critical. Comprehensive measures should be implemented to prevent and reduce staff turnover. Given the rapid development of digital technologies, in particular due to progress in the field of artificial intelligence, the study focuses on digital HR tools. They make it possible to deal with staff turnover much more effectively by automating routine processes. In the theoretical part, the causes of increased staff turnover were analyzed in detail, the statistical facts of the global market were considered, and the acceptable boundaries of employee departure were identified. The main management functions influencing the control of staff turnover rates are also analyzed. Among them, the following are considered: training, incentives, adaptation, recruitment and selection of personnel, information and feedback. The study explains why digitalization of staff turnover management should be systemic, especially when it comes to a large organization. Recommendations for the prevention and reduction of staff turnover in the form of the use of separate digital HR tools for each management function are presented for small business organizations. Thus, the HR manager will be able to choose only those solutions for which the organization has enough time and financial resources. The novelty of the research is expressed in the proposal of nonstandard approaches based on advanced digital technologies, which are just beginning to be effectively applied in world practice.
staff turnover, personnel management, digital technologies, HRM systems, HR-tools
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