Research On The Employee Turnover Of Civilian Enterprise In China Basing On Pay System

After the three decades of the Reform and Opening up, China has made considerable economic and technological development. Market competition becomes increasingly fierce. Flow of employees is the inevitable trend of social development. It is a necessary condition for economic development. But only a reasonable flow of employees have the overall advantages of the enterprise. In China civilian enterprises has a low starting point. The employee turnover hindered the development of civilian enterprises. And the unreasonable pay system of civilian enterprise is the most important factor on the high employee turnover rate. Therefore, it is meaningful to research the relations between the pay system and the employee turnover of civilian enterprises. Taking Quanzhou for example, the article finds out the factors of the current pay system in civilian enterprises in China that affect the employee turnover. At last, the article puts some methods to prevent the employee turnover.The article is composed of five chapters:The first chapter summarizes many famous theories about the employee turnover and pay system, particularly the factors of the pay system that affect the employee turnover, in order to find the advantages and disadvantages of the existing pay system.The second chapter mainly introduces the definition, status, influence and the reason of the problem that high employee turnover rate of civilian enterprises in China. The third chapter mainly introduces the differences of salary system between civilian enterprises and state-owned enterprises. The differences of salary management between civilian enterprises and foreign companies.The fourth chapter analyzes the relations between the pay system and the employee turnover of civilian enterprises in China, and find out the key factors of the high employee turnover.The fifth chapter proposes the way to prevent the employee turnover, which is establishing a rational pay system, improving the paying allocation model, enhancing the position values,personalizing benefits package and so on.