Turnover Of University Graduates In Enterprises And Countermeasures

With the expansion of additional admission of students in universities, there exists a situation in the job market that supply far exceeds demand. Consequently, university graduates face critical competitions in their job hunting which bring about severe pressure. However, what is not in coordination is that the workforce turnover of new university graduates remains high, leading to various extents of negative influences on enterprises and individual managers, together with the violent impact on the stability of labor market. Therefore, it is of great realistic significance to study this issue.Based on related literature, the researcher studies some particular cases, intending to find out different reasons why new university students frequently shift their jobs. A survey study is carried out and one questionnaires are used, one on the working conditions of university graduates and the other on the details how enterprises employ new employees. Both questionnaires are composed after the exploration of interviews on enterprises and university-graduate employees in combination with literature concerned. The survey is made on enterprises and employees. Statistics are analyzed and compared afterwards from the perspectives of enterprises and employees respectively.The following conclusions are drawn after the study:One prominent phenomenon is the turnover of new university graduates. Different characteristics exist in different enterprises, ranging from the turnover rate, human resource employment, training programs and managing standards.The working stability of new university graduates remains weak. Various characteristics exist due to such factors as gender, working hours, working post and the kind of enterprise they are working for.Enterprise factors that influence the turnover of new university graduates are the working prospect, culture and system, salary and welfare, the job itself and working environment, while personal factors include individual adaptability, mentality, job expectations and professional expertise.Enterprises and employees differ greatly regarding the factors which influence the turnover of new university graduates. The former holds that personal factors play a critical part, especially those of adaptability and mentality; while the latter express that the key factors are those from enterprises, working prospects together with culture and system in particular. Apart from that, the factor of salary and welfare is the one both care.On the basis of the survey, the present paper points out that both enterprises and university-graduate employees should make positive efforts to improve the situation. Enterprises should provide sufficient space for individual development, increase competitive salary, better managing level and exert good control; while for university graduates, they should never neglect their job planning or inspections on the enterprises before taking their jobs. After that, they should make efforts to adapt to the new situation as early as possible, love their post and work diligently, trying to improve themselves comprehensively and aiming at being competitive and rational in professional development.From dual aspects, the present thesis makes a comparative study on the turnover of new university graduates in enterprises and puts forward creative and realistic countermeasures, which is of great practical significance and highly beneficial to both enterprises and university students.