| With the development of economy and the progress of society, enterprises gradually realize that human resource is the most valuable wealth. In an unprecedented fierce competition under the economic background, talent competition is increasingly fierce. On the other hand, with the coming of knowledge economy era and impact of lifelong learning, social learning and other values, people become more pragmatic and pay more attention to self-development and self-realization. As the result, unnecessary turnover is more common.Staff turnover become one of the main problems of enterprise development, among them, the small and medium-sized private enterprises is more serious. Due to the social environment, the enterprise itself, historical conditions and many other reasons, compared with other companies, the small and medium-sized private enterprises lack of competitiveness in status, conditions and strength. So, find out the influence factors of staff turnover and manage it, then reduce the turnover rate to the appropriate level, becoming a problem urgently to be solved in many small and medium-sized private enterprises.But in practice, each staff has its demand, the same solution for everybody in staff turnover issue would lead to waste corporation resource, and that is not approved to rollback, as that is meaningless. So it is essential for corporation to classify their staff using character or capability differences, to mark different staff by different standard. Based on related theory, this report suggests dividing staff into new employees and longtime employees by new route of deliberation in classification when combined with realistic talks, while statistical data also enhance the rationality of the specified classification. Having prepared so much before our work begins, we could describe our research as below:Firstly, we need to create theory foundation for differentiation of staff using time they spend in company, to excavate influencing factors of staff turnover when it comes to divided staff group. And then we could analysis functionality of related reasons, to clearly clarify differences on demands, characters and motivation to leave. Secondly, we prepare particular and similar case to compare results while one objects to this theory and the other one does not. In this way, we could finally find out what really matters in staff turnover issue, and corporation would suffer from staff turnover without specified classification. Finally, we construct application analysis framework for solution of staff turnover, to help private-owned company treat different classified staff group with different welfare or other normalized strategy. Meanwhile, we give several specified situation, and provide general solutions and influencing factors analysis in current situation on this issue with attitude from private-owned company. To help private-owned company handle this common problem better, and implement what they know about similarities and differences on staff turnover.There is a phenomenon we need to figure out during investigation, obvious differences between new employees and long-time employees are bigger than any kind of classification we have ever used. So our special classification stands the racket, and shows its feasibility and necessity. According to statistical data, many reasons contribute to staff turnover of new employees, and the most important of them should be deficient welfare while business integrity, salary of responsibilities, opportunities provided for staff development and corporation prospect also play indispensable role in this issue in turn from front to back. At the same time, there are factors like corporation prospect, development opportunity, business integrity, welfare, personal career paths and options from family influence staff turnover of long-time employees in turn. In summary, private companies need to implement mentioned classification on their staff and fulfill various requirements that is the most concerned from different groups, to handle this problem better. |
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