The Research On New Employees Turnover In The GNT Software Company

China’s rapid economic development has led to the prosperity of the enterprise, and the continuous expansion of higher education to make more and more university graduates into the enterprise. After the21st century, college graduate gradually enter the enterprise. To2012, the last batch of80’will be entering the workplace. So far, as the main force of construction since society, college graduate become the main force of the modern enterprise development and leaders,and also become a proportion in new employees of enterprises constitute the largest group of talents. But at the same time, the phenomenon of80s’frequent departure also cause the academic and social attention. A considerable number of college graduates will quit in the enterprise after a very short period of time and some students even leaved in the trial period. With economic globalization and China’s rapid economic development, competition among enterprises has gradually manifested as competition for talent, which requires enterprises to continue mining personnel, training and retain qualified personnel."Retain talent" has increasingly become the difficulty and focus of the corporate human resource management after entering the21st century, and employee turnover gradually become a common phenomenon, especially in the turnover of new employees, which brings the higher costs. According to statistics, the turnover rate f new employees cause higher costs of1.5times the normal circumstances, which is only the tangible costs. It also cause loss of talent, especially business elite, which may cause the trade secrets leakage, and these intangible costs can not be estimated.The departure rate of new college graduates in the GNT software enterprise company is on the rise, posing serious challenges to the enterprise operation and management, on the statistical analysis of the2006to2011GNT software company employee turnover, the paper designed questionnaire, combining with practical work experience and the investigation among the new staff recruits within three years.After operating the reliability and validity on the questionnaire topic with use of Excel and SPSS software, the paper tested the difference impact of employee turnover, through the analysis of variance on gender, education, where the sector, marital status, as well as the time of entry. On the basis of analysis, the paper came to the conclusion that individual factors, company factors, salary factors, job factors and work environment are the important reasons for the employees generated turnover tendency.Based on the results of the study, paper put forward corresponding Suggestions for the personality traits of the80s’ employees. Firstly, to give good entry pass, for more suitable for the enterprise to the talent; Secondly, strengthening the training of staff, including pre-job training and the follow-up training; Thirdly, establishing multi-layer incentive system, including salary incentive, achievement motivation and culture motivation; Fourth, the development of road construction multi-way promotion ways. Expectations by a series of measures above will be useful to reduce employee turnover rate.