UAB „SDG“ personalo kaitos mažinimo galimybės

Samulionytė, Agnė

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dc.contributor.author	Samulionytė, Agnė
dc.date.accessioned	2019-02-15T07:58:59Z
dc.date.available	2019-02-15T07:58:59Z
dc.date.issued	2018-07
dc.identifier.uri	http://dspace.kaunokolegija.lt//handle/123456789/902
dc.description	Agnė Samulionytė. Professional BA thesis. Possibilities for Decreasing the Staff Turnover at SDG UAB. Supervisor Lecturer Aušra Arminienė. Kauno Kolegija/ University of Applied Sciences, Faculty of Management and Economics, Department of Business Management. Kaunas, 2018. 59 pages. Outgoing staff takes away not only the knowledge and skills acquired from the company, but also inconvenience to the remaining employees. It's a scuffle of the team and changes the climate prevailing in the organization. That why it’s important to analyze the reasons for the staff turnover in personnel to find solutions, how to cut it, and help resolve deep-seated problems and conflicts. The main problem. During the last two years staff turnover has reached 35.15 percent in SDG UAB. In the event of a change in staff, the company's staff administration fees increase loss of income, organization loses valuable knowledge and experience of outgoing employees. The aim of the work – to provide recommendations for the reduction of staff reduction after the study of the personnel turnover of SDG UAB. The object of the work – the staff turnover at SDG UAB. Methods: analysis of primary and secondary sources, scientific literature and statistical indicators of company, questionnaire survey and interviews. Structure of the work. The theoretical part describes the concept of staff change, the reasons for staff change. The reasons for the changes in the staff and the reasons for the change of employees of different generations are presented. In the analytical part of the work, the characteristics, organizational structure, characteristics of UAB SDG and staff changes indicators are analyzed. The objectives, tasks, research method and the analysis of the research results are described. In the project part recommendations of SDG UAB personnel change reduction are presented. The results of the work. The change of staff is determined by objective and subjective reasons. The results of the research showed that SDG UAB does not fully implement the adaptation period, motivational measures are ineffective, employees leave due to objective reasons and a bad microclimate prevails. Recommendations. The company has to organize recruitment training, create a "start-up package", involve staff in the process of adaptation, apply motivation tools, plan staff reserves, organize conflict management seminars, release newsletters, apply the 72-hour principle after meetings and install the Intranet IBO. The work consists of 59 pages, 4 tables, 20 pictures, 44 references and sources of information, 4 appendices.	en
dc.description.abstract	Baigiamojo darbo teorinėje dalyje aprašoma personalo kaitos samprata, personalo kaitos priežastys. Pateikiami personalo kaitos priežasčių sprendimai bei skirtingų kartų darbuotojų kaitos priežastys. Analitinėje darbo dalyje aptariama UAB „SDG“ charakteristika, organizacinė struktūra, analizuojami personalo kaitos rodikliai. Aprašomi tyrimo tikslai, uždaviniai, tyrimo metodas bei pateikiama tyrimo rezultatų analizė. Projektinėje dalyje pateikiamos UAB „SDG“ personalo kaitos mažinimo rekomendacijos.	en_US
dc.language.iso	other	en_US
dc.subject	Personalo kaita, kaitos priežastys, personalas, ksirtingų kartų darbuotojai.	en_US
dc.title	UAB „SDG“ personalo kaitos mažinimo galimybės	en_US
dc.title.alternative	Possibilities for Decreasing the Staff Turnover at SDG UAB	en_US
dc.type	Other	en_US