Turnover of personnel – the quotient of the number of voluntary redundancy for a given period by the average number of employees during the same time period. Staff turnover expressed as a percentage, so the division result should be multiplied by 100. Turnover is calculated for the planning (TKP) and secondary (TCS) period according to the formulas:
TCH = the number of planned layoffs in the period / average number of employees in the planning period.
TKS = the average annual number of dropouts *100 / average number of employees.
The value of the turnover rate of 3-5% is considered a natural fluidity. It is connected mainly with the fact that some of the employees retired or resigned in connection with the change of residence. This figure contributes to a natural and timely rotation of personnel, it should not cause concern among company management and personnel services. Figures above 5% can cause significant economic losses to create human, technological, organizational, and even psychological difficulties.
Analyzing personnel policy of the enterprise, economists, in addition to the turnover factor, use additional parameters such as the stability coefficient (KST) and the coefficient of tightness (KZ).
The coefficient of stability (constancy) is calculated by the formula: KST = heart rate / CST, where:
Heart rate – the number average,
CST – number of employees on the staff list.
The coefficient of tightness calculated by the formula: KZ = Pb2 / HR, where:
Pb2 – the number of dismissed employees, whose work experience at this company was equal to less than 2 years. Usually, this category of workers is the high turnover.