How To Reduce The Manufacturing Factory Level Employees Turnover, Cause Analysis And Strategy Research-to HTK As An Example

With the deepening of economic globalization, our country has become one of themost important carriers, called as "world factory". Many manufacturing plants in Chinabelong to labor-intensive enterprises, and under the background of, for manufacturingfactory in China, employees at the grass-roots level of manufacturing enterprisedevelopment play an extremely important role about improving product quality andquantity. But the turnover of the manufacturing employees in the enterprise is relativelycommon, especially with rich work experience and skilled operation skills of frontlineemployees, their departure brings to the enterprise of the production order and theproduction efficiency significantly adverse effects. Therefore, to explore the causemanufacturing enterprises a glimmer of employee turnover factors is very necessary.On the basis of predecessors’ research, the factors leading to employee turnover canbe divided into four categories in this paper，such as the business constraints, the roleambiguity, the enterprise support and commitment including the emotional commitment,ideal commitment, and continuance commitment. There are the inseparable relationsbetween the facts and the grass-roots employee turnover in the manufacturing enterprise.On the basis of the above analysis, this paper puts forward the assumptions lead toemployee turnover factors. And these assumptions are verified by means of interviews andquestionnaires.To ensure the rationality and scientific nature of investigation, the study was dividedinto two parts in this article: the process of investigation and a formal investigation. Andthe reliability analysis and validity analysis are implemented about the questionnaires andthe scale for the employee turnover factors. The variables and the relationship between thedependent variable-enterprise grass-roots employee turnover rate was be given, and therelationship between variables is studied in this paper. At the end of this article, the basic strategy research was proposed about reducing theseparation rate of grass-roots employee.