THE PROBLEM OF STAFF RETENTION: DETERMINING FACTORS AND SOLUTION STRATEGIES
DOI:
https://doi.org/10.36773/1818-1112-2025-137-2-183-187Keywords:
staff retention, staff retention strategy, staff retention factors, staff performance management, staff engagement, staff compensation managementAbstract
In the conditions of shortage of qualified personnel in the labor market, personnel retention is becoming a priority. Today, personnel retention is a key personnel strategy aimed at identifying qualified and talented employees, keeping them on the staff of the organization, developing and using their potential in the long term. The personnel retention strategy of the organization is a set of measures to reduce staff turnover and retain the staff. Employee retention should be considered as a strategic practice of human resource management, including long-term personnel planning, formation of a personnel reserve and career management, identification, development and retention of talented employees.
Formation of a personnel strategy aimed at identifying qualified and talented employees, keeping them on the staff of the organization, developing and using their potential in the long term is a priority task of personnel management of a modern organization. Development and implementation of effective personnel retention strategies provide long-term benefits to the organization, contribute to economic development and stability.
The problem of staff retention is determined by external (globalization and regionalization, improvement of digital and intellectual technologies, activity and development of transnational corporations, migration processes, demographic hole of the 1990s, mismatch of preferences of young people with the needs of the labor market, shortage of qualified personnel and aging of the population) and internal (work environment, hierarchical organizational structure, micromanagement style, staff satisfaction, concern for the well-being of employees) factors of the organization's life.
The key to staff retention is the consistent implementation of effective methods of employee engagement, training and development, performance management and remuneration of personnel, the presence and maintenance of a strong organizational culture, and the use of ethical leadership based on honesty, integrity and commitment to ethical standards.
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