A Study On The Countermeasures For Sales Staff Turnover Of ZA Company

With the development of the economy and society, the people pay more attention totheir health. It was reported that the people’s consumption on the health was improvingyear by year all over the world from1990s. Medical care was one of the fivefastest-growing industries in the world trade，and the sales of health food was improvingby13%every year.Starting from1980，s, the Chinese health care industry has becoming a uniqueindustry. The main reason why the health care industry is flouirshing is the people’smulti-level social life needs and it provided the opportunity for the health-care industry.During the last decade, health care industry has grown. Although it still faces challenges,but it is dirven by market demands, technological progress and management updates.And the health food industry has a huge space for development.ZA Company was born during the period of the rapid development ofhealth-care industry. It is a company for mainly selling health-care products andmedicine and biological products. The health-care products they sale have beennamed “Top ten Health-care Product”s，and even have been designed for theChinese Sports Delegation during the twenty-eighth Olympic Games. But as thesales-oriented company, it was plagued by the frequent loss of sales staff.Although the high wastage rate of the sales staff is a common phenomenon in thesociety, but it has different reasons in different companies of every industry. As afresh industry, the health products industry has rarely been studied, especially about thesales staff. This article discussed the problems and deficiencies of the managementsystem in the ZA Company，in order to catch the reasons of the loss of sales staff.I hope that the results and methods are useful for the Human Resourcemanagement in ZA Company.According to the theories of staff turnover and large number of previous studies,the drawbacks of the exiting Human Resource management system were found. And inorder to get the reasons accurately, this article also involved the questionnaire whichwas concerned with former employees. At last there six issues were obtained: Firstly,recruitment system was unreasonable; Secondly, remuneration was not attractive; Thirdly, training system was not standardized; Fourthly, the company was lack ofeffectively incentive and appraisal system; Fifthly; the company was lack of effectivecommunication; Sixthly it was lack of the scientific system of employees’ careerplanning. On the basis of above reasons, this article combined the questionnaire andrelevant theoretical literature and drew the conclusion of seven countermeasures:Improve the recruitment and training system; Construct positive and effective corporateculture; Establish scientific remuneration and welfare system; Establish incentive’appraisal system; Make well employees career planning; Eestablish multi-channelcommunication platform； Comfort former employees.