Tip 1: How to calculate staff turnover
Flowability personnel - the private from dividing the number of those who quit their own volition for a certain period to the average number of employees for the same period of time. The turnover of staff is expressed in percentage, so the result of division should be multiplied by 100. The turnover of the staff is calculated for the planned (Tkp) and average (Tks) period by the formulas:
Tkp = number of layoffs in the planning period / average number of employees in the planning period.
Ткс = average annual number of dismissed * 100 / average annual number of employees.
The value of the turnover factor of 3-5% is considered a natural fluidity. It is connected, basically, with the fact that some part of the workers retired or resigned in connection with the change of residence. This indicator contributes to the natural and timely rotation of staff, it should not cause concern to the company's management and its personnel service. Indicators above 5% can cause significant economic losses, create human, technological, organizational and even psychological difficulties.
Analyzing the personnel policy of the enterprise, economists, in addition to the coefficient of staff turnover, use such additional parameters as the stability factor (Кст) and the coefficient of tightness (Кз).
The coefficient of stability (constancy) is calculated by the formula: Кст = Чсс / Чшт, where:
CHss - the average number of employees,
Чшт - number of employees on the staff schedule.
The coefficient of tightness is calculated by the formula: Ks = Pb2 / Hss, where:
Рв2 - number of the left employees, whose working experience at the given enterprise was less than 2 years. Usually, it is in this category of employees that the greatest turnover of staff is observed.