title: ÐÐ¿ÑÐ¸Ð¼Ð¸Ð·Ð°ÑÐ¸Ñ ÑÐµÐºÑÑÐµÑÑÐ¸ ÐºÐ°Ð´ÑÐ¾Ð² Ð½Ð° Ð¿ÑÐµÐ´Ð¿ÑÐ¸ÑÑÐ¸Ð¸
title: Ð±Ð°ÐºÐ°Ð»Ð°Ð²ÑÑÐºÐ°Ñ ÑÐ°Ð±Ð¾ÑÐ°
titleType: Subtitle
Creators: name: Ð¨ÐµÐ»ÑÐ´ÑÐºÐ¾, ÐÑÐ¸Ð½Ð°
Publisher: name: Ð¡Ð°Ð½ÐºÑ-ÐÐµÑÐµÑÐ±ÑÑÐ³ÑÐºÐ¸Ð¹ Ð¿Ð¾Ð»Ð¸ÑÐµÑÐ½Ð¸ÑÐµÑÐºÐ¸Ð¹ ÑÐ½Ð¸Ð²ÐµÑÑÐ¸ÑÐµÑ ÐÐµÑÑÐ° ÐÐµÐ»Ð¸ÐºÐ¾Ð³Ð¾
Year: 2016
Subjects: ÑÐµÐºÑÑÐµÑÑÑ
ÐºÐ°Ð´ÑÑ
ÑÐ¿ÑÐ°Ð²Ð»ÐµÐ½Ð¸Ðµ
fluidity
personnel
management

description: Ð¦ÐµÐ»ÑÑ ÐÐÐ  ÑÐ²Ð»ÑÐµÑÑÑ Ð¾ÑÐµÐ½ÐºÐ° ÑÐµÐºÑÑÐµÑÑÐ¸ Ð¿ÐµÑÑÐ¾Ð½Ð°Ð»Ð° Ð² Ð¾ÑÐ³Ð°Ð½Ð¸Ð·Ð°ÑÐ¸Ð¸ ÐÐÐ Â«ÐÐµÐ»ÑÑÑÑ-Ð¡Ð°ÑÐ°Ð»Ð¸Ð½Â» Ð¸ ÑÐ°Ð·ÑÐ°Ð±Ð¾ÑÐºÐ° ÑÐµÐºÐ¾Ð¼ÐµÐ½Ð´Ð°ÑÐ¸Ð¹ Ð¿Ð¾ ÑÐ½Ð¸Ð¶ÐµÐ½Ð¸Ñ ÑÐµÐºÑÑÐµÑÑÐ¸.ÐÐ»Ñ Ð´Ð¾ÑÑÐ¸Ð¶ÐµÐ½Ð¸Ñ Ð¿Ð¾ÑÑÐ°Ð²Ð»ÐµÐ½Ð½Ð¾Ð¹ ÑÐµÐ»Ð¸ Ð² ÐÐÐ  Ð½ÐµÐ¾Ð±ÑÐ¾Ð´Ð¸Ð¼Ð¾ ÑÐµÑÐ¸ÑÑ ÑÑÐ´ Ð·Ð°Ð´Ð°Ñ:- Ð¸Ð·ÑÑÐ¸ÑÑ Ð¿Ð¾Ð½ÑÑÐ¸Ðµ ÑÐµÐºÑÑÐµÑÑÐ¸ ÐºÐ°Ð´ÑÐ¾Ð² Ð½Ð° Ð¿ÑÐµÐ´Ð¿ÑÐ¸ÑÑÐ¸Ð¸,- ÑÐ°ÑÑÐ¼Ð¾ÑÑÐµÑÑ ÑÐ°Ð·Ð»Ð¸ÑÐ½ÑÐµ Ð¿Ð¾Ð´ÑÐ¾Ð´Ñ Ð¿Ð¾ Ð¾ÑÐµÐ½ÐºÐµ ÑÐµÐºÑÑÐµÑÑÐ¸ ÐºÐ°Ð´ÑÐ¾Ð²,- ÑÐ°ÑÑÐ¼Ð¾ÑÑÐµÑÑ Ð·Ð°ÑÑÐ±ÐµÐ¶Ð½ÑÐ¹ Ð¾Ð¿ÑÑ ÑÐ¿ÑÐ°Ð²Ð»ÐµÐ½Ð¸Ñ ÑÐµÐºÑÑÐµÑÑÑÑ ÐºÐ°Ð´ÑÐ¾Ð² Ð½Ð° Ð¿ÑÐµÐ´Ð¿ÑÐ¸ÑÑÐ¸Ð¸;- Ð¸Ð·ÑÑÐ¸ÑÑ ÑÐºÐ¾Ð½Ð¾Ð¼Ð¸ÑÐµÑÐºÐ¸Ð¹ ÑÐ°ÑÐ°ÐºÑÐµÑ Ð¿ÑÐµÐ´Ð¿ÑÐ¸ÑÑÐ¸Ñ ÐÐÐ Â«ÐÐµÐ»ÑÑÑÑ-Ð¡Ð°ÑÐ°Ð»Ð¸Ð½Â»;- Ð¿ÑÐ¾Ð°Ð½Ð°Ð»Ð¸Ð·Ð¸ÑÐ¾Ð²Ð°ÑÑ ÐºÐ°Ð´ÑÐ¾Ð²ÑÑ Ð¿Ð¾Ð»Ð¸ÑÐ¸ÐºÑ Ð¿ÑÐµÐ´Ð¿ÑÐ¸ÑÑÐ¸Ñ;- Ð¸ÑÑÐ»ÐµÐ´Ð¾Ð²Ð°ÑÑ Ð¼ÐµÑÐ¾Ð´Ñ Ð¾ÑÐµÐ½ÐºÐ¸ ÑÐµÐºÑÑÐµÑÑÐ¸ Ð¿ÐµÑÑÐ¾Ð½Ð°Ð»Ð° Ð½Ð° Ð¿ÑÐµÐ´Ð¿ÑÐ¸ÑÑÐ¸Ð¸ ÐÐÐ Â«ÐÐµÐ»ÑÑÑÑ-Ð¡Ð°ÑÐ°Ð»Ð¸Ð½Â»;- ÑÐ°Ð·ÑÐ°Ð±Ð¾ÑÐ°ÑÑ ÑÐµÐºÐ¾Ð¼ÐµÐ½Ð´Ð°ÑÐ¸Ð¸ Ð¿Ð¾ ÑÐ½Ð¸Ð¶ÐµÐ½Ð¸Ñ ÑÐµÐºÑÑÐµÑÑÐ¸ ÐºÐ°Ð´ÑÐ¾Ð² Ð² ÐÐÐ Â«ÐÐµÐ»ÑÑÑÑ-Ð¡Ð°ÑÐ°Ð»Ð¸Ð½Â»; - ÑÐºÐ¾Ð½Ð¾Ð¼Ð¸ÑÐµÑÐºÐ¸ Ð¾Ð±Ð¾ÑÐ½Ð¾Ð²Ð°ÑÑ ÑÐµÐºÐ¾Ð¼ÐµÐ½Ð´Ð°ÑÐ¸Ð¸ Ð¸ Ð¿ÑÐµÐ´Ð»Ð¾Ð¶ÐµÐ½Ð¸Ñ Ð¿Ð¾ ÑÐ½Ð¸Ð¶ÐµÐ½Ð¸Ñ ÑÐµÐºÑÑÐµÑÑÐ¸ ÐºÐ°Ð´ÑÐ¾Ð² Ð½Ð° Ð¿ÑÐµÐ´Ð¿ÑÐ¸ÑÑÐ¸Ð¸. ÐÐ±ÑÐµÐºÑÐ¾Ð¼ Ð¸ÑÑÐ»ÐµÐ´Ð¾Ð²Ð°Ð½Ð¸Ñ Ð²ÑÑÑÑÐ¿Ð°ÐµÑ ÑÐ¸ÑÑÐµÐ¼Ð° ÑÐ¿ÑÐ°Ð²Ð»ÐµÐ½Ð¸Ñ Ð¿ÐµÑÑÐ¾Ð½Ð°Ð»Ð¾Ð¼, ÑÐµÐ³ÑÐ»Ð¸ÑÑÑÑÐ°Ñ ÑÐµÐºÑÑÐµÑÑÑ ÐºÐ°Ð´ÑÐ¾Ð² Ð½Ð° Ð¿ÑÐµÐ´Ð¿ÑÐ¸ÑÑÐ¸Ð¸ ÐÐÐ Â«ÐÐµÐ»ÑÑÑÑ-Ð¡Ð°ÑÐ°Ð»Ð¸Ð½Â». ÐÑÐµÐ´Ð¼ÐµÑÐ¾Ð¼ Ð¸ÑÑÐ»ÐµÐ´Ð¾Ð²Ð°Ð½Ð¸Ñ ÑÐ²Ð»ÑÐµÑÑÑ ÑÐ¸ÑÑÐµÐ¼Ð° ÑÐ¾ÑÐ¸Ð°Ð»ÑÐ½Ð¾-ÑÑÑÐ´Ð¾Ð²ÑÑ Ð¾ÑÐ½Ð¾ÑÐµÐ½Ð¸Ð¹, ÑÐ¾ÑÐ¼Ð¸ÑÑÑÑÐ¸Ñ ÑÑÐ°Ð±Ð¸Ð»ÑÐ½Ð¾ÑÑÑ ÐºÐ¾Ð¼Ð¿Ð°Ð½Ð¸Ð¸, Ð²ÑÑÐ°Ð¶Ð°ÑÑÐ°ÑÑÑ ÑÑÐ¾Ð²Ð½ÐµÐ¼ ÑÐµÐºÑÑÐµÑÑÐ¸ ÐºÐ°Ð´ÑÐ¾Ð². ÐÐÐ  ÑÐ¾ÑÑÐ¾Ð¸Ñ Ð¸Ð· Ð²Ð²ÐµÐ´ÐµÐ½Ð¸Ñ, ÑÑÐµÑ Ð³Ð»Ð°Ð², Ð²ÐºÐ»ÑÑÐ°ÑÑÐ¸Ñ 9 Ð¿Ð°ÑÐ°Ð³ÑÐ°ÑÐ¾Ð², Ð·Ð°ÐºÐ»ÑÑÐµÐ½Ð¸Ñ, ÑÐ¿Ð¸ÑÐºÐ° Ð»Ð¸ÑÐµÑÐ°ÑÑÑÑ Ð¸ Ð¿ÑÐ¸Ð»Ð¾Ð¶ÐµÐ½Ð¸Ð¹.
description: The purpose of the WRC is to evaluate the personnel turnover in the organization of "DELRUS-Sakhalin" and the development of recommendations to reduce turnover.To achieve this goal in WRC it is necessary to solve a number of problems:to study the concept of turnover in the company,- to consider different approaches to the measurement of staff turnover- to consider foreign experience of management by staff turnover in the enterprise;- study the economic nature of the enterprise of "DELRUS-Sakhalin";- to perform personnel policy of the enterprise; - explore methods of evaluating turnover in the company "DELRUS-Sakhalin"; - to develop recommendations to reduce turnover in the company "DELRUS-Sakhalin"; economically to justify recommendations and suggestions to reduce turnover in the company. The object of research is the personnel management system governing personnel turnover at the company "DELRUS-Sakhalin". The subject of research is the system of social and labor relations that shape the stability of the company, in terms of the level of staff turnover. WRC consists of introduction, three chapters, comprising 9 sections, conclusions, list of literature and applications.