Evaluation of workers ‘employment in Russian enterprises in different spheres of activity

The article examines the fluidity of human resources at Russian enterprises by types of sectoral activity in the period from 2014-2016. The estimation of the number of accepted employees of the list structure in the economy as a whole is given, and the number of retired employees of the list structure as a whole for the economy in the Russian Federation is analyzed. In the conditions of the transition economy, one of the topical and acute problems is the problem of personnel turnover at the enterprise, the solution of which predetermines the preservation of the stability and development of organizations, as well as the provision of jobs for the population of Russia. To identify the changes, the number of personnel taken and left at Russian enterprises was calculated by types of economic activities from 2014 to 2016. (in thousands of people). It was revealed that many companies engaged in “production" need to revise their policy with regard to frequent staff changes. Frequent dismissal of employees can lead to significant economic losses. In addition, turnover creates human and technological difficulties, adversely affects other employees, their motivation and loyalty to the company. Also, constant changes in the team are very poorly reflected in the working relationships that ensure coherent work. The reasons for the problem of the inconstancy of workers at Russian enterprises by types of economic activ ity arecons idered, and later the waysof solutio n a re proposed.