The Study For A Electrical Appliance Co., LTD. Staff Turnover Problem

Along with the further deepening of reform and opening up, economy obtained the fast development of coastal areas, in order to promote the development of the central and western regions economy, formulated a series of targeted industrial policy. Under the national industrial policy guidance, the enterprise in order to make full use of the preferential measures of national industrial policy, some coastal large and medium-sized enterprises in seeking new opportunity of development, and gradually realize the transfer of industries to the central and western regions. With the Midwest enterprises quantity is increasing, the competition between enterprises becomes more intense, and the competition between the enterprises eventually want to rely on staff to implement, objectively it, human resources management has become increasingly important for companies. Although the importance of human resource management in large and medium-sized enterprises are more and more important in the Midwest, but with the rapid development of the Midwest economic, enterprise staff turnover is quite a common phenomenon, loss of people, high frequency and deep influence, already more and more attention. Midwest of large and medium-sized manufacturing firms are big turnover increased year by year, and the resulting increased costs, resources, reset, the influence of product quality, customer churn problem, has serious influence further healthy development of enterprises, solving the problem of staff turnover, and retain talent in the Midwest manufacturing the sustainable development of enterprises play a decisive role.Taking A Electrical Appliance Co., LTD as a case study object, the first chapter an introduction part, introduced this topic’s background, research purpose and meaning, writing this article USES the research method and technical route; Second chapter theory review, introduces several staffs loss model theory and the domestic and foreign research present situation of staff turnover; The third chapter gives a brief introduction of A to made the company’s human resources situation and the situation of the staff turnover; The fourth chapter mainly through the analysis of questionnaire data of A to find the deep-seated reasons for staff turnover; The fifth chapter, aiming at the problems of A put forward reasonable Suggestions; Chapter6conclusion and this research outlook. Through writing this paper, it is pointed out that the company in the retention of backward management concept, the recruitment system is not sound, ignore the employee’s career development, training mechanism, lack of external competitiveness, enterprise culture, salary problem such as lack of cohesion and staff turnover management does not reach the designated position, at the same time, proposed the introduction of the people-oriented management concept, standard recruitment process, helping employees to develop career planning, strengthen staff training, increase enterprise pay external competitiveness, attaches great importance to the cultural management and strengthen the management of staff turnover and a series of countermeasures, hoping to provide reference for the company’s management decisions.