Research On The Reasons For The Turnover Of Key Employees And Its Countermeasures Of TL Architectural Design & Research Institute

With the rapid development of the construction market, the industry of architectural design include three parts.They are foreign design firms, the old domestic design institutes and private firms.In such a situation, the competitiveness of the design is mainly reflected in the competition for the key employees. Companies who have good key employees, and make these employees loyal to them will be able to win in the competition. However, with the increasing competition, the turnover of key employees is growing, these phenomena have attracted more and more attention from managers and researchers. How to manage the key employees, and how to find out the reasons for the turnover of key employees and the corresponding countermeasures and suggestions for the specific reasons become the urgent problem for architectural design industry.TL Architectural Design & Research Institute is the industry's once-renowned design institutes, but the turnover of key employees in recent years the problem has seriously hindered the development of the Institute, effective to prevent the turnover of key employees, Design and Research Institute has become the ability to reshape the top of the brilliant. In this paper, on the basis of the status quo of the key employees'turnover of TL Architectural Design & Research Institute,the first step is the trial investigate. In accordance with the conclusions of the first questionnaire survey, design a more rational formal questionnaire. By issuing a formal questionnaire to obtain the reasons for the turnover of key employees. Using Spss16.0 software to do data analysis and draw nine reasons for the turnover of key employees.They are organizational politics and perceptions of organizational politics, and overall satisfaction with work, interpersonal relationships and attitude for personal leave, work pressure, career development, organizational commitment and potential for development. For the above reasons, the following responses are: First, to reduce the negative effects of political behavior; Second, to enhance staff loyalty management; Third, building a learning organization; Fourth, to enhance organizational commitment; Fifth, to slowdown work pressure; the Sixth, improve the management, technical management of parallel tracks.