Research On Turnover Costs Of Core Employee In Company

Today with the rapid development of knowledge economy, competition among enterprises not only on costs and markets, more important on whether own core-employees who are the sources of enterprise competitive advantage. And add to the changes of exterior environment, which provided good environment for core employees flow, the phenomenon of core-employees turnover is severity. Core-employees turnover would not only bring enterprises dominant costs significantly increase, but also appears hidden costs which would bring greater influence to enterprises, for example customers' turnover. Because complexity, diversity and faintness of these costs, it still has certain difficulty to measure core employees' turnover costs, especially hidden costs. Therefore it has great theory and praxis significance to research core employees' turnover costs.To help enterprise management decision-makings, the paper do studies from the perspective of the enterprise, and referenced such theories as 20/80 theory, resource-based theory, core competence theory, human capital theory, human resources accounting theory, labor force value theory and limit product theory, Designed the procedure and methods to measure core employees' turnover costs.Firstly, established a model of distinguishing core employees, with which we can explicit core employee's scope and personnel's number, and layed the foundation for measure core employees' turnover costs. The concrete method is summarized the nineteen definitions to core-staff from scholars both at home and abroad, then we resolve these definitions into sub-main factor to carry on frequency statistics and analysis, gave a definition to core employee, bases which the paper studied the existing criterions for distinguishing core employee, make up a model of distinguishing with Analytic Hierarchy Process and Factor Grade Point Method. That is, we valued core employees from four standards: the ability of create value, sparsy, difficult mimicry, difficult replaced.Then defined the concrete contents of core employees' turnover costs, and established the concept model. The concrete method is we analyzed turnover costs of core employees with the help of their characters, defined the contents of turnover costs (dominant costs, easy measured hidden costs and difficult measured hidden costs), and established the concept model.Next, we measured turnover costs one by one according to the contents of the concept model. The measurement methods are: measured the dominant costs adopted traditional measure methods, measured easy measured hidden costs by the economics expression formula of labor productive, and measured the difficult measured hidden costs with vague adjudicate method.In the end, we took CongLin Group as an example to analyze the turnover costs measurement of core employees.In brief, we think that scientific and valid human resource's management can not get away from measurement work. Only which can be measured can manage. The distinguishing model of core employees, the concept and measure model of core employees' turnover costs we established formed a former method system to measure and manage core employees' turnover costs. Especially the study on difficult measured costs has breakthrough.