The Research Of Team Job-hopping Switching Cost And Retained Strategies For Enterprises

With the economic globalization and the rise of people’s demand, the requirements of products and services have changed from homogeneity to differentiation and intensification, which puts forward the higher request to the development of enterprises. The old way in which the work can be carried out by a single man can not be practiced owing to the complicated requirements of products. As a consequence, team work gains its popularity among enterprises, which leads to the emergence of different types of teams. Meanwhile, the competition of resources, especially the competition of human capital, has been intensified. The consequence is that team job-hopping, which apparently has a worse effect than a single staff’s demission, occurs frequently. Therefore, how to effectively retain teams becomes a vital task for the boss and the human resource management department of an enterprise and make our research realistically significant.This paper firstly combs the job-hopping theory, switching cost, customer retention and other related theories, giving the paper a solid theoretical basis. In this part, the author observes cases of the team job-hopping in the last decade though CNKI and the Internet, and analyzes the team job-hopping motivation and its influence to enterprises and teams. In the next place, the definition of team job-hopping switching cost is proposed for the first time. At the early stage of the research, based on the classification of switching cost, this paper revises types of switching costs for team job-hopping, improves the influencing factors for the team job-hopping switching cost, and puts forward the model of team retaining. The specific impact factors are subdivided here, and the evaluation system of teams’keeping is also theoretically explored. Finally, the paper suggests some guiding and specific strategies about three types of switching cost objectively existing in the team job-hopping.The paper is in hope of giving some supplements to theories in this field, conducting supports for subsequent research of the evaluation model of the team retaining, and offering certain help for bosses and the human resource management departments about how to retain teams.