The Causes And Coping Strategies On Staff Turnover Of Enterprises Of Manufacturing Industry In Second-tier Cities

Affected by factors such as slowing economic growth,macroeconomic policy adjustments,and the threat of the Sino-US trade war in 2018,the growth of multiple industries has slowed down or even declined.Companies have increased their efforts to reduce costs and increase efficiency and optimize the structure of personnel.The willingness to move has declined,with a focus on "stability",and the corresponding passive turnover rate has increased.Looking at the Chinese market as a whole,the voluntary turnover rate of corporate employees in 2018 was 17.0%,a slight decrease from 17.4% in 2017.However,the turnover rate in the manufacturing industry has increased,and the salary adjustment rate in the manufacturing industry has decreased compared with other industries.The turnover rate of manufacturing factories is generally higher than that of other occupations,and the staff is highly mobile,and even in recent years,there will be frequent labor shortages.Every year reaches the peak season of manufacturing.Personnel-intensive manufacturing factories all need to recruit workers centrally or even find a worker who can give a high commission,which reflects the seasonality of the manufacturing industry.On the one hand,it is necessary to cooperate with the release of products,and on the other hand,the products will soon be eliminated,and new workers need to be trained to change production lines.However,it also reflects the high mobility of employees in the manufacturing industry and the high turnover rate.Generally speaking,China still hasn't got rid of the current situation of personnel-intensive production.To put it bluntly,it is still eating the dividends of the population.Therefore,how to analyze fundamentally,the turnover rate of manufacturing factories is high,and the mobility of personnel is large.A fundamental step of the great goals of 2025 is also the opportunities and challenges of corporate transformation.Today,the increasingly fierce market competition environment and the strengthening of scarcity of talents have made the competition among enterprises gradually evolve into a struggle for talents.Whether an enterprise has strong human capital has become a key factor affecting whether the enterprise has core competitiveness and sustainable development capabilities.Enterprise A is located in Nanchang,Jiangxi.It is concentrated labor-intensive enterprise.These companies recruit people all year round and face very serious employee turnover.Regardless of direct employees or indirect employees,their departure will have an important impact on the company,directly leading to temporary loss of jobs,leading to the failure of the assembly line to operate normally.The departure of indirect employees who are the core employees of the enterprise will have a more serious impact on the enterprise.Based on the Content-Based Incentive Theory,this thesis conducts a questionnaire survey on the status quo of employee demission and the reasons for high separation rate of enterprise A.On the premise of analyzing the survey data,this paper analyzes the composition characteristics and demission status of employees in enterprise A,and analyzes the reasons for the high separation rate of employees from three aspects,namely,personal factors,enterprise factors and other factors.From the perspective of employees' personal factors,the differences in gender,age,educational background and other personal characteristics lead to the demission of employees.In terms of enterprise,the salary level,the working environment,learning opportunity and other factors cause the dissatisfaction of employees to the enterprises.As a result,they choose to leave.The influences of the economic environment,the supply and demand of the labor market and the social security system of the region may also lead to a high separation rate.Based on the previous analysis of the reasons for the high separation rate of employees and the data of the questionnaire survey,we can bring forward the countermeasures.From the perspective of macro countermeasures,the core competitiveness of the enterprise,corporate culture and the external environment of the enterprise are the basic ideas to reduce the high separation rate of employees in enterprise A.More detailed,the specific solutions,including the basic work of human resources,have a good reference for the whole second-line manufacturing enterprises in the future recruitment.Finally,the research of this thesis is summarized.