IT Employees After Leaving The Phenomenon Of Regression

With the rapid development in recent years, the domestic IT industry, knowledgeworkers have become knowledge-intensive enterprise IT core resources; annual IT industryknowledge workers is a big gap, in2013the IT industry voluntary turnover rate as high as23.3%, for the first in the industry to40%less than a year hires. But in recent years, hasexperienced several times after leaving many employees still choose to quit and then backto the original company, the paper will define this phenomenon as "post-employmentreturn." According to industry data survey, select the type of career development socircuitous number of IT employees were rising year by year.In this thesis, TX companies, for example, depending on the type of selectedemployees return after the resignation of three employees to communicate face to facein-depth interviews with relevant theoretical knowledge combined with individual staffcareer management, employee turnover after the cause of action has been the returnanalysis and discussion; Secondly, this thesis job Satisfaction scale questionnaire andsample area into " TX return after leaving the company " and " departure from TXcompany," these two groups, and these two groups in the overall work differentiatedperformance satisfaction and its six dimensions above were analyzed; Finally, the resultsof the analysis of sample surveys and interviews to validate the conclusions ofcommunication. Validation has concluded that:1. Conclusion interviews and survey datacommunication consistent;2, because the return generated by the behavior of employeesdue to their different stages of development in the career development needs of thedifference. The company provides jobs TX just to meet the development needs of staff atthe current stage of career development, ie the smaller the gap between careerdevelopment planning between their career development needs.These conclusions for staff career management tips are: employees should give fullplay to the role of the initiative, active coping, prepared in advance, a positive response,long-term considerations; neither seek only the immediate ease and comfort, but alsolearn to work and life responsibilities the trade-offs.For IT human resource management tips are:1, business organizations in theformulation of career development planning, should fully take into account the differencesin staff development needs at different stages of career development for employees toeffectively meet their customized needs of professional career development development paths, keeping employees motivated and work activity, enabling organizations to offercareer development planning business with employees complement individual careerdevelopment plan, which will help the enterprises to retain, recall and absorbing talentsmore industry;2. blind circuitous career options for employees and companies will have anegative impact, so companies can develop a more abundant and diverse reward incentivesystem, retain talent and reduce the loss of frequent departure, entry into the high costs.