Factors And Control Measures Study Abut Staff Turnover In Chongqing S Property Enterprise

In recent years, as the fast development of the real estate industry, the property management industry, being the subsequent operation maintenance industry after the take-over of the residential project, experiences a rapid development too. In Chongqing, since the first property management company was built in1991, the property management industry has developed a lot with nearly1700professional enterprises and300thousand employees. Meanwhile, more and more property service enterprises gradually achieve systematized development, focus on the quality level and pay more attention to the quality and branding approaches which used to only provide security, cleaning, maintenance and other foundational services. Since the first level brand property management enterprise followed the scale expansion of the real estate, the demand for staff increased gradually. However, the situation of high staff turnover rate, trouble recruiting and less staff willing to enter the service industry, has become the severe problem for the development of each big-brand property enterprises. Thus, under the great background of more heated competition among the enterprises in the industry, the immediate priority should be how to reduce the staff turnover rate of the enterprise.At first, this article will describe and analyze employees’takeover control from the perspective of equity theory, motivation theory, human resource cost management, employee career management and other related theories. Then follows the literature review, domestic and foreign experts and scholars study on employees’takeover influence and control, satisfaction, resignation tendency and so on. The aim is to provide theory basis for the following study of employees’takeover factors and control measures, also the reference to make questionnaire for empirical analysis.This article made a satisfaction survey and a study on the resignation trend of nearly200employees in S Property Company, and had172effective questionnaires back in the end, planning to analysis the affected factors for the staff turnover in the aspect of staff with two sets of data. On the base of survey, the data was evaluated by the statistical analysis software SPSS19.0. Firstly, through the factor analysis, the data was classified and dimension reduced so as to summarize three main factors that influence property enterprise staff’s satisfaction:career planning, corporate culture and income performance. Secondly, through the analysis of means, the difference between the individual characters and the resignation tendency and its factors was determined. The final correlation analysis revealed the relevance of staff satisfaction factors and resignation tendency. The results showed that career planning, corporate culture and income performance have significant negative correlation with staff resignation tendency.On the base of the positive analysis of staff engagement factors for S property enterprise, this article made some countermeasures to control the staff turnover. Firstly, from the perspective of staff career planning, the enterprise branding and scale expansion could be used to create effective career path for staff which include exploring the parent company with the support of real estate, moving the enterprise toward branding and large scale; establishing effective career plan; carrying through "broad-band salary" system reform, resolving promotion bottleneck; and changing the prejudices towards employees in service industry by wielding the industry’s influence power.Secondly, the enhancement of internal trainings could establish staff career occupation concept of "humble but not inferior", improving staff job satisfaction, which include enhancing the professionalization of internal training, improving employees’professional quality, and individual comprehensive quality through "employee salon" activities; carrying on mental communication and counseling periodically, focusing on employees’psychological counseling and giving more attention to the employees in key position.Thirdly, from the perspective of corporate culture, it could carry out the staff care project, building a good team atmosphere, retaining staff with emotion. Lastly, from the perspective of management system improvement, the system should be taken as the restriction, so as to reduce the negative impacts from staff hostile resignation which needs to establish turnover rate early earning mechanism, to restrain employees with sophisticated contract and rewards and punishment system; to spare efforts in demission interview and tracking survey for conclusion and improvement of management way.