{"id":73184,"date":"2023-04-05T16:15:09","date_gmt":"2023-04-05T14:15:09","guid":{"rendered":"https:\/\/ewl.com.pl\/rotacja-pracownikow-jak-ja-mierzyc-i-jak-jej-zapobiegac\/"},"modified":"2023-05-29T13:10:28","modified_gmt":"2023-05-29T11:10:28","slug":"fluctuatia-angajatilor-cum-o-puteti-verifica-si-cum-o-puteti-preveni","status":"publish","type":"post","link":"https:\/\/ewl.com.pl\/ro\/fluctuatia-angajatilor-cum-o-puteti-verifica-si-cum-o-puteti-preveni\/","title":{"rendered":"Fluctua\u021bia angaja\u021bilor \u2013 cum o pute\u021bi verifica \u0219i cum o pute\u021bi preveni?"},"content":{"rendered":"\n<p>Cifra de afaceri a angaja\u021bilor \u00een companie este inevitabil\u0103. Angaja\u021bii se pensioneaz\u0103, demisioneaz\u0103 sau \u00ee\u0219i schimb\u0103 locul de munc\u0103, accept\u00e2nd o ofert\u0103 mai favorabil\u0103. Pentru angajator, aceasta \u00eenseamn\u0103 \u00eentotdeauna costuri suplimentare \u0219i timp legate de g\u0103sirea \u0219i \u0219colarizarea angaja\u021bilor noi. Cum poate fi prevenit\u0103 fluctua\u021bia \u00een companie \u0219i cum se calculeaz\u0103 rata de fluctua\u021bie a angaja\u021bilor?<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Fluctua\u021bia angaja\u021bilor &#8211; ce \u00eenseamn\u0103?<\/h2>\n\n\n\n<p>fluctua\u021bia angaja\u021bilor este, cu alte cuvinte, schimbul de persoane care ocup\u0103 o anumit\u0103 pozi\u021bie \u00een organiza\u021bie. Poate fi voluntar\u0103 sau for\u021bat\u0103. fluctua\u021bia voluntar\u0103 are loc atunci c\u00e2nd un angajat decide \u00een mod voluntar s\u0103 p\u0103r\u0103seasc\u0103 compania. fluctua\u021bia for\u021bat\u0103 apare atunci c\u00e2nd o companie decide s\u0103 rezilieze un contract cu un angajat, de ex., din cauza concedierii sau a nemul\u021bumirii de munca acestuia.<\/p>\n\n\n\n<p>\u00cen \u00eentreprinderi, fluctua\u021bia voluntar\u0103 este de obicei analizat\u0103. Dintre acestea, putem distinge plec\u0103rile care sunt benefice din perspectiva companiei, c\u00e2nd pleac\u0103 angaja\u021bii cu motiva\u021bie sc\u0103zut\u0103 \u0219i performan\u021be slabe \u0219i plec\u0103ri care au un impact negativ asupra func\u021bion\u0103rii organiza\u021biei. Acest lucru se \u00eent\u00e2mpl\u0103 atunci c\u00e2nd angaja\u021bii care sunt dificil de \u00eenlocuit din cauza calific\u0103rilor lor sau persoanei care ob\u021bin rezultate peste medie au un concediu pentru un anumit post.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Indicele\u00a0de fluctua\u021bie a angaja\u021bilor<\/h2>\n\n\n\n<p>Scopul efectu\u0103rii unei astfel de analize este reducerea indicelui de fluctua\u021bie \u0219i atragerea \u0219i p\u0103strarea angaja\u021bilor valoro\u0219i pentru o perioad\u0103 mai lung\u0103 de timp. Analiza fluctua\u021biei voluntare ne permite s\u0103 tragem concluzii, de ex. despre modul \u00een care supervizorii \u0219i recrutorii \u00ee\u0219i desf\u0103\u0219oar\u0103 munca \u0219i dac\u0103 compania ofer\u0103 oportunit\u0103\u021bi de dezvoltare care sunt capabile s\u0103 p\u0103streze angaja\u021bii pentru mai mult timp. De men\u021bionat aici c\u0103, costurile estimate pentru g\u0103sirea, angajarea \u0219i implementarea unei alte persoane pentru un post vacant variaz\u0103 \u00eentre 80 \u0219i 100% din salariul anual al angajatului.<\/p>\n\n\n\n<p>Indicele de fluctua\u021bie a angaja\u021bilor este raportul dintre num\u0103rul total de angaja\u021bi care au p\u0103r\u0103sit organiza\u021bia \u00een ultimul an p\u00e2n\u0103 \u00een prezent \u0219i num\u0103rul mediu anual de persoane angajate. Rezultatul este de obicei oferit sub form\u0103 de procente. Cum este calculat\u0103 fluctua\u021bia a angaja\u021bilor?<\/p>\n\n\n\n<p>\u00cen cazul m\u0103sur\u0103rii fluctua\u021biei angaja\u021bilor, cel mai des este utilizat indicele de fluctua\u021bie voluntar\u0103. Calculele anuale sau trimestriale sunt considerate cele mai utile, deoarece fluctua\u021bia poate fi distribuit\u0103 neuniform pe parcursul anului din diverse motive \u0219i doar o perspectiv\u0103 temporal\u0103 mai lung\u0103 permite tragerea de concluzii adecvate.<\/p>\n\n\n\n<p>Pentru a calcula rata de fluctua\u021bie a salaria\u021bilor, \u00eemp\u0103r\u021bi\u021bi num\u0103rul de angaja\u021bi care au decis s\u0103 p\u0103r\u0103seasc\u0103 compania \u00een perioada analizat\u0103 la num\u0103rul mediu de persoane angajate \u00een perioada respectiv\u0103, apoi \u00eenmul\u021bi\u021bi rezultatul cu 100 pentru a ob\u021bine valoarea procentual\u0103.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Cum se interpreteaz\u0103 indicele de fluctua\u021bie?<\/h2>\n\n\n\n<p>Cum s\u0103 interpret\u0103m valoarea ob\u021binut\u0103 \u0219i cum s\u0103 recunoa\u0219tem c\u0103 fluctua\u021bia angaja\u021bilor este mare sau sc\u0103zut\u0103? Este o bun\u0103 practic\u0103 s\u0103 compara\u021bi rata de fluctua\u021bie a companiei dvs. cu media idin bran\u0219\u0103. \u00cen func\u021bie de sfera de activitate a companiei \u0219i de loca\u021bia acesteia, aceste date pot fi foarte diferite. Dintre zonele expuse la o fluctua\u021bie mare a angaja\u021bilor, sunt adesea men\u021bionate v\u00e2nz\u0103rile tradi\u021bionale \u0219i gastronomia. Cifra de afaceri ridicat\u0103 se men\u021bine \u0219i \u00een sectoarele de marketing, comer\u021b electronic \u0219i IT. Lipsa unui loc de munc\u0103 stabil este, de asemenea, un fenomen comun \u00een r\u00e2ndul \u0219oferilor, casierii \u0219i muncitorilor. fluctua\u021bia ridicat\u0103 nu ar trebui s\u0103 fie o preocupare \u0219i \u00een companiile cu activit\u0103\u021bi sezoniere sau care efectueaz\u0103 lucr\u0103ri de urgen\u021b\u0103, unde num\u0103rul de angaja\u021bi se modific\u0103 periodic.<\/p>\n\n\n\n<p>\u00cen alte sectoare, se estimeaz\u0103 c\u0103 o organiza\u021bie ar trebui s\u0103 \u00eencerce s\u0103 men\u021bin\u0103 indicele de fluctua\u021bie de aproximativ 10%, majoritatea companiilor are de obicei \u00eentre 12 \u0219i 20%.<\/p>\n\n\n\n<p>Rata sc\u0103zut\u0103 de fluctua\u021bie face posibil\u0103 eliminarea unei p\u0103r\u021bi semnificative a costurilor legate de angajarea de noi angaja\u021bi \u0219i cre\u0219terea nivelului de know-how din bran\u0219\u0103, ceea ce se traduce prin eficien\u021b\u0103 \u0219i calitatea muncii \u0219i o mai mare satisfac\u021bie a clien\u021bilor.<\/p>\n\n\n\n<p>O rat\u0103 mare de fluctua\u021bie \u00eenseamn\u0103 adesea c\u0103 condi\u021biile de angajare \u00een companie sunt mai pu\u021bin atractive dec\u00e2t \u00een alte locuri, sau modul de recrutare \u0219i conducere a echipei trebuie revizuit.<\/p>\n\n\n\n<p>fluctua\u021bia este \u00eentotdeauna negativ\u0103? Nu neaparat. Lipsa total\u0103 de \u00eenlocuire a cadrelor, de asemenea, pe termen lung, nu este benefic\u0103. fluctua\u021bia moderat\u0103 permite companiei s\u0103 r\u0103m\u00e2n\u0103 competitiv\u0103 \u0219i s\u0103 introduc\u0103 noi cuno\u0219tin\u021be \u0219i idei \u00een organiza\u021bie. Afluxul de noi angaja\u021bi are \u0219i un efect mobilizator asupra persoanelor \u00een v\u00e2rst\u0103. Cu toate acestea, dac\u0103 plec\u0103rile frecvente de angaja\u021bi \u0219i nevoia de a efectua recrut\u0103ri ulterioare \u00eempiedic\u0103 buna func\u021bionare, este un semn c\u0103 trebuie s\u0103 lua\u021bi m\u0103suri adecvate pentru a men\u021bine fluctua\u021bia la un nivel sigur.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Cum s\u0103 preveni\u021bi fluctua\u021bia excesiv\u0103 a angaja\u021bilor?<\/h2>\n\n\n\n<p>Dac\u0103 a\u021bi observat o problem\u0103 cu fluctua\u021bia mare \u00een compania dvs., cel mai bine este s\u0103 \u00eencepe\u021bi prin a identifica cauzele acesteia. Pute\u021bi face acest lucru r\u0103spunz\u00e2nd la trei \u00eentreb\u0103ri:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Cine sunt angaja\u021bii care pleac\u0103?<\/li>\n\n\n\n<li>C\u00e2nd au loc disponibiliz\u0103rile?<\/li>\n\n\n\n<li>De ce angaja\u021bii renun\u021b\u0103 la locul de munc\u0103?<\/li>\n<\/ul>\n\n\n\n<p>\u00cen primul caz, g\u00e2ndi\u021bi-v\u0103 dac\u0103 persoanele care p\u0103r\u0103sesc structura companiei dvs. Au fost potrivi\u021bi pe acel post \u0219i munca lor a fost productiv\u0103. Dac\u0103 angaja\u021bii cu un nivel sc\u0103zut de motiva\u021bie pleac\u0103, poate fi mai bine s\u0103-i \u00eenlocui\u021bi cu noi angaja\u021bi cu un angajament mai mare. Cu toate acestea, dac\u0103 rata de fluctua\u021bie este relativ sc\u0103zut\u0103 \u0219i compania o p\u0103r\u0103sesc cei mai buni angaja\u021bi, ar trebui luate rapid ac\u021biuni corective pentru a \u00eencuraja recrutarea acestora \u00een structura companiei.<\/p>\n\n\n\n<p>La fel de important este s\u0103 \u0219tii c\u00e2nd angaja\u021bii p\u0103r\u0103sesc compania. Dac\u0103 imediat dup\u0103 aderarea la acesta, poate c\u0103 problema const\u0103 \u00een nepotrivirea candidatului cu tipul de post sau procesul de implementare trebuie \u00eembun\u0103t\u0103\u021bit. De asemenea, lua\u021bi \u00een considerare dac\u0103 descrierea postului corespund domeniului real al sarcinilor. Dac\u0103&nbsp; \u00ee\u0219i iau r\u0103mas bun de la companie angaja\u021bii care au lucrat o perioad\u0103 lung\u0103 de timp, poate \u00eensemna c\u0103 nu v\u0103d op\u021biuni de dezvoltare ulterioare pentru ei \u00een\u0219i\u0219i.<\/p>\n\n\n\n<p>Un interviu bine realizat v\u0103 va ajuta s\u0103 g\u0103si\u021bi r\u0103spunsul la a treia \u00eentrebare, \u0219i anume, interviuri periodice sau exit interview. \u00cen acest fel, ve\u021bi ob\u021bine informa\u021bii despre sugestiile angaja\u021bilor \u0219i ve\u021bi recunoa\u0219te motiva\u021biile acestora. Acest lucru v\u0103 va ajuta s\u0103 crea\u021bi un loc de munc\u0103 \u00een care angaja\u021bii dvs. vor dori s\u0103 r\u0103m\u00e2n\u0103.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Bunele practici includ:<\/h2>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Preg\u0103tire adecvat\u0103 a departamentului de resurse umane sau utilizarea unei agen\u021bii de ocupare a for\u021bei de munc\u0103 cu experien\u021b\u0103. Determinarea competen\u021belor cheie \u0219i recunoa\u0219terea motiva\u021biei \u0219i valorilor candidatului \u00een etapa de recrutare permite o mai bun\u0103 potrivire a persoanei cu postul.<\/li>\n\n\n\n<li>Monitorizarea tendin\u021belor salariale \u0219i a remunera\u021biei competitive v\u0103 va permite s\u0103 p\u0103stra\u021bi angaja\u021bi valoro\u0219i.<\/li>\n\n\n\n<li>Introducerea de bonusuri, sisteme de bonusuri \u0219i beneficii suplimentare cre\u0219te angajamentul fa\u021b\u0103 de munc\u0103 \u0219i cre\u0219te nivelul de satisfac\u021bie.<\/li>\n\n\n\n<li>Crearea unui mediu de lucru pozitiv \u0219i de sprijin, care \u00eencurajeaz\u0103 angaja\u021bii s\u0103-\u0219i \u00eemp\u0103rt\u0103\u0219easc\u0103 cuno\u0219tin\u021bele \u0219i realiz\u0103rile. Angaja\u021bii trebuie l\u0103uda\u021bi \u0219i trebuie transmis un feedback constructiv.<\/li>\n\n\n\n<li>Stabilirea unor reguli clare pentru dezvoltarea profesional\u0103 \u0219i oportunit\u0103\u021bile de promovare \u0219i discutarea progresului muncii \u00een timpul \u00eent\u00e2lnirilor trimestriale.<\/li>\n\n\n\n<li>Asigurarea faptului c\u0103 managerii au abilit\u0103\u021bile interpersonale potrivite \u0219i \u0219tiu cum s\u0103 atenueze conflictele \u00een echip\u0103 sau s\u0103 recunoasc\u0103 epuizarea.<\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading\">Ce se poate face pentru ca fluctua\u021bia personalului s\u0103 nu fie o problem\u0103?<\/h2>\n\n\n\n<p>fluctua\u021bia angaja\u021bilor are un impact uria\u0219 asupra modului \u00een care func\u021bioneaz\u0103 \u00eentreaga organiza\u021bie. Renun\u021b\u0103rile frecvente la munc\u0103 \u0219i nevoia de a angaja noi angaja\u021bi \u00eenseamn\u0103 costuri mari, timpul necesar implement\u0103rii \u0219i riscul ca dup\u0103 c\u00e2teva luni angajatul nou angajat s\u0103 p\u0103r\u0103seasc\u0103 locul de munc\u0103. Vrei s\u0103 fii sigur c\u0103 recrutarea va fi eficient\u0103 \u0219i c\u0103 fluctua\u021bia angaja\u021bilor va fi mai mic\u0103? Merit\u0103 s\u0103 lua\u021bi \u00een considerare angajarea unei agen\u021bii de ocupare a for\u021bei de munc\u0103.<\/p>\n\n\n\n<p>Agen\u021bia de ocupare a for\u021bei de munc\u0103 EWL Group ofer\u0103 servicii complete pentru procesul de angajare: de la recrutarea \u0219i selec\u021bia candida\u021bilor, prin ob\u021binerea documentelor necesare \u0219i legalizarea angaj\u0103rii, p\u00e2n\u0103 la servicii de HR \u0219i salarizare pentru angaja\u021bi \u0219i probleme legate de transport \u0219i cazare. Agen\u021bia are o re\u021bea de recrutori care vor selecta rapid \u0219i precis persoanele potrivite care s\u0103 lucreze \u00een compania dvs. O baz\u0103 de date gata de candida\u021bi face procesul de recrutare rapid \u0219i precis. \u00cen plus, ave\u021bi acces la candida\u021bi din afara \u021b\u0103rii \u0219i sprijin deplin \u00een procesul de legalizare a angaj\u0103rii.<\/p>\n\n\n\n<p>Mul\u021bi ani de experien\u021b\u0103 \u00een angajare ne permit s\u0103 recunoa\u0219tem perfect nevoile clientului \u0219i s\u0103 potrivim candida\u021bii la locul de munc\u0103 \u0219i, ca urmare, s\u0103 reducem nivelul de fluctua\u021bie \u00een organiza\u021bie.<\/p>\n\n\n\n<p>Serviciul de externalizare a for\u021bei de munc\u0103 permite clien\u021bilor no\u0219tri:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>reducerea costurilor de recrutare,<\/li>\n\n\n\n<li>\u00eembun\u0103t\u0103\u021birea fluxului de lucru<\/li>\n\n\n\n<li>concentrarea pe dezvoltarea afacerii<\/li>\n\n\n\n<li>Pentru companiile care doresc s\u0103 r\u0103spund\u0103 dinamic nevoilor de personal \u00een schimbare, oferim posibilitatea de \u00eenchiriere de angaja\u021bi.<\/li>\n<\/ul>\n","protected":false},"excerpt":{"rendered":"<p>Cifra de afaceri a angaja\u021bilor \u00een companie este inevitabil\u0103. Angaja\u021bii se pensioneaz\u0103, demisioneaz\u0103 sau \u00ee\u0219i schimb\u0103 locul de munc\u0103, accept\u00e2nd o ofert\u0103 mai favorabil\u0103. Pentru angajator, aceasta \u00eenseamn\u0103 \u00eentotdeauna costuri suplimentare \u0219i timp legate de g\u0103sirea \u0219i \u0219colarizarea angaja\u021bilor noi. Cum poate fi prevenit\u0103 fluctua\u021bia \u00een companie \u0219i cum se calculeaz\u0103 rata de fluctua\u021bie a [&hellip;]<\/p>\n","protected":false},"author":37,"featured_media":69888,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"content-type":"","inline_featured_image":false,"footnotes":""},"categories":[283],"tags":[],"class_list":["post-73184","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-blog-ewl-ro"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v26.9 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Fluctua\u021bia angaja\u021bilor \u2013 cum o pute\u021bi verifica \u0219i cum o pute\u021bi preveni?<\/title>\n<meta name=\"description\" content=\"Was ist Mitarbeiterfluktuation? 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