Personnel satisfaction and inclination to leave (after the example of “SKF Bearings Bulgaria” JSC)
Author: Chief. Ass. Prof. Viara Slavianska, Ph. D. (Burgas Free University)
Keywords: absences, human resource management, organizational effectiveness turnover, work satisfaction.
The material is devoted to a problem actual not only for Bulgarian business practice, but in a global plan as well and namely - personnel turnover. Turnover is connected with direct expenses for recruitment, selection and training of the newly appointed personnel, as well as with indirect costs - following from worsening of the performance, drop in the morale and loss of strategic opportunities for the organization. This calls for its successful management.
Currently Bulgaria is in a deep economic crisis, which raises a tendency in the employers for cost reduction as a natural strategy for survival. The lack of attention to the human resource problems leads to personnel dissatisfaction from different aspects of the work situation, and this in itself, is a fundamental factor for turnover. Although in conditions of high unemployment and lack of alternative work opportunities the turnover usually is kept at a low level, with the first symptoms of economic revival we could expect its explosion with full power. Moreover, usually the best specialists leave first.
This gave a reason for a research in a large Bulgarian business organization with the goal of establishing dependences between the personnel satisfaction and the inclination to leave the employer. The results are briefly presented in the present article.
