ANALYSIS OF THE COMPETITIVENESS OF TRANSPORT COMPANIES AS EMPLOYERS

The article is devoted to the analysis of transport municipal enterprises of Kyiv as an employer, identification of their competitive position, and outlining the problems of the analysed enterprises that may provoke an increase in the turnover of employees – workers and employees holding managerial positions. The competitiveness of an enterprise in the labour market means both real and potential capabilities of the enterprise to create and offer employees more attractive working conditions compared to competitors. It is important to note that the employer's competitiveness depends on the type of jobs offered, the organisation of their economic evaluation and information about the availability of vacancies, as well as work with applicants. Today, the problem of staff reductions at domestic enterprises is quite acute, triggered by a number of external reasons, including migration and mobilisation; and internal reasons, such as tense working conditions, imperfect motivation system, and unfavourable microclimate in the team. And while external problems cannot be influenced by the company in any way, internal problems can be solved by the company's management independently, for example, by adjusting labour behaviour through improving the motivation system, establishing a favourable microclimate in the team and organising a comfortable workplace. Solving these problems can attract new employees and retain existing staff, which ensures the proper functioning of domestic enterprises and, as a result, the country's economic development. In order to determine the competitive position of an enterprise as an employer, an analysis of the main indicators influencing the labour behaviour of employees at Kyiv municipal enterprises, the main governing body of which is the Department of Transport Infrastructure, was carried out. Determination of the competitive position of enterprises in the labour market and identification of their positive and negative indicators can adjust the personnel management system and the motivation system at the enterprise to retain existing staff and attract new qualified employees. This study can be considered relevant at present due to the threat of employee migration, which provokes a staff shortage both in a particular industry and in the country as a whole.