| Problem |
Measures |
Effectiveness |
Amount of costs (savings), thousand rubles |
| The fact that people are selected for positions based on friendships or family relationships, personal loyalty, or leadership |
Using of an open personnel policy - outsourcing of personnel of the Personal solution company |
the influx of new young people into the municipal service, initiative and highly qualified;cost savings for the salary of a recruitment specialist |
-249 |
| Dismissal of employees of the first year of work due to low adaptation and induction |
A programme for staff adaptation and induction was developed |
reducing the degree of employee uncertainty;reduction of labour turnover due to increased level of workplace comfort |
-3.2 |
| Lack of career growth prospects |
A career growth system was developed |
awareness of growth prospects and obtaining new benefits motivates the employee to invest their efforts in the development of the institution |
- |
| Dissatisfaction with the level of wages |
A system of performance indicators for municipal employees for calculating bonuses was developed |
increase in labour productivity, since the amount of bonuses will depend on the volume and quality of work performed |
- |
