A STUDY OF THE IMPACT OF EMPLOYEE STABILITY ON INNOVATION PROCESS IN ENTERPRISE

Abstract

Modern enterprises operate in conditions of high competition, dynamic technological development and the constant need for innovation[1]. Under these conditions, human capital becomes a key resource that determines an organization's ability to adapt to change and ensure sustainable development. One of the most important factors influencing the effectiveness of innovation activities is employee stability — the level of staff retention, the degree of their loyalty, engagement, and the length of time employees stay in the company. A decrease in staff stability can lead to the loss of critical expertise, disruption of internal processes, a decrease in the quality of innovative solutions, and a slowdown in development. That is why the study of the impact of employee stability on the innovation process is becoming particularly relevant in modern conditions. The relevance of the topic is determined by several key aspects. First, the growing digitalization and acceleration of technological cycles require companies to be highly flexible, which can only be achieved with a stable and competent workforce. Secondly, in a competitive labor market, enterprises face the challenge of retaining valuable employees with unique knowledge and skills necessary to generate and implement innovations. Thirdly, the high level of staff turnover leads to additional costs and reduces the organizational ability to innovate. Thus, a comprehensive study of the relationship between personnel stability and the innovative potential of an enterprise has important theoretical and practical significance.