STAFF TURNOVER IN THE CONDITIONS OF MARTIAL LAW: SHOULD NORMATIVE COEFFICIENTS BE USED?

This article addresses the issue of staff turnover under martial law, a topic of increasing relevance due to significant changes in the labor market during times of crisis. The objective of the study is to identify the causes, analyze the implications, and develop effective strategies to manage and mitigate personnel turnover within organizations operating in a volatile environment. The topic is particularly relevant in the context of economic instability and heightened workforce mobility caused by forced migration, shifting employee priorities, and business destabilization. The research methodology involves qualitative approaches. Expert surveys were conducted among HR specialists working in various sectors of the economy to evaluate the effectiveness of traditional norms for calculating turnover rates. Comparative analysis was employed to assess the impact of organizational practices on retention rates, and case studies were used to illustrate adaptive strategies employed by companies during martial law. The results of the study highlight several key findings. First, traditional methods of calculating and normalizing turnover rates are insufficiently effective under the current conditions of labor shortages and economic turbulence. The research reveals that rigid adherence to standard benchmarks fails to account for the dynamic nature of workforce requirements in different industries. Second, the study identifies a discrepancy between managerial expectations and the ability of HR departments to stabilize personnel composition. This gap underscores the need for organizations to transition from standardized practices to customized approaches based on their specific business models, market position, and workforce characteristics. Practical recommendations include leveraging internal analytics to establish realistic turnover benchmarks tailored to each company's unique conditions. Emphasis is placed on enhancing collaboration between HR specialists and department heads to create comprehensive retention strategies. The practical significance of this article lies in its ability to guide organizations in navigating the challenges of workforce management during martial law. The findings provide actionable insights for HR practitioners and business leaders seeking to adapt to rapidly changing labor market conditions. By integrating the proposed strategies, companies can achieve greater retention, enhance operational efficiency, and foster a sustainable organizational culture in a time of uncertainty.