Development of Recommendations on Personnel Adaptation to Reduce Staff Turnover for "MSK64" LLC

Annotation An applied problem The situation on the regional market The Saratov Region, located in the Volga Federal District of Russia, demonstrates a unique mix of economic potentials and challenges. The region has significant natural resources, labor and economic potential, but an analysis of current data shows that these resources are not being used at full capacity. According to the article (Analysis of the current state of the labor market and employment of the Saratov region), the GRP of the Saratov region consistently positions it in 27th place among Russian regions, while GRP per capita is only in 61st place. This indicates an insufficient use of the economic potential per inhabitant. The incomes of the population in the region also lag behind the national average, which is reflected in the increased level of poverty among the population (14% versus 11% on average in the Russian Federation). These data confirm the trend towards the outflow of the able-bodied population from the region, which not only reduces the available labor potential, but also exacerbates the demographic situation, which is already complicated due to the natural decline of the population. An important indicator of economic activity is the level of employment and unemployment. The Saratov Region demonstrates an employment rate below the average in Russia and the Volga Federal District, which indicates insufficient involvement of the population in economic activity. The economic situation of the Saratov region is also reflected in the change in the number of small and medium-sized enterprises (SMEs), which decreased by 1,697 units from 2020 to 2022. This indicates a narrowing of the SME sector, which is an unfavorable signal for economic development, since SMEs often act as an engine of innovation and create a significant number of jobs. The current economic situation in the Saratov region requires an integrated approach to solving labor market problems, including stimulating economic activity, supporting entrepreneurship, and attracting investments to create new jobs. The outflow of the able-bodied population must be stopped by the development and implementation of programs aimed at improving living and working conditions in order to reverse migration losses and strengthen the demographic structure. The situation in the company The company LLC "MSK64", which works in the field of catering, currently has a high staff turnover rate of 55%, which is significantly higher than the average in the industry (15-20%). Next are the possible causes of increased turnover: 1. High standards of work: In the restaurant industry of the Saratov region, the quality of service plays a key role. Perhaps this leads to a high level of stress among employees and, as a result, to their departure from the company. It is also possible that new employees are not always ready to meet these high standards, which leads to their dismissal. 2. Salary reduction: in conditions of fierce competition and constant economic changes, the company resorts to cost reduction, including by reducing employee salaries. 3. Inconvenient work schedule: Working in a restaurant often requires an irregular schedule, including evening and night shifts, as well as working on weekends and holidays. Such a schedule is especially inconvenient for employees who have family responsibilities or who seek a more balanced combination of work and personal life. Thus, the applied problem of the WRC is the increase in staff turnover in the company "MSK64“ LLC due to a set of problems. The purpose of this work is to assess the situation of the company regarding the level of staff turnover, followed by the development of recommendations for its reduction by designing a personnel adaptation system. The expected result of the WRC will be a draft personnel adaptation program in the company, for which the planned result will be a reduction in staff turnover to an average market level.