Research On The Correlation Between Career Planning And Front - Line Employee Loss In

Since the reform and opening-up, Chinese economy has been keeping sustainable and rapid development,and the science and technology and social culture have made great progress. Meanwhile,people’s minds are also developing toward the direction of diversification.We used to influenced by the Command economy,and we paid more attention on "steadiness" in the pursuit of jobs and career. However, in today’s ever-changing society, people’s pursuit is continually changing from the material level to the spiritual level of requirements. Today, with the gradual disappearance of the "demographic dividend", a substantial increase in labor costs, the labor-intensiv industry advantage has been disappearing gradually.Many companies are confronted with many difficult phenomena,such as labor shortage, recruitment difficulties, serious loss of front-line staff,and so on., which has threatened the enterprise’s daily anagement. Therefore, it makes the enterprise difficult to stay healthy and sustainable evelopment.It has become one of the common task for experts, scholars and enterprise managers on how to retain staff and reduce the rate of loss.In recent years, in order to reduce the loss rate of employees, we have achieved fruitful results in theory and practice from the perspective of career planning.Therefore,organizing career planning has been increasingly sought after by the staff.In this paper,based on consulting a large number of documents at home and abroad, the author formulates the career planning questionnaire and staff turnover factors affecting scale according to the occupational characteristics of the front-line staff; furthermore, the author Divides the occupation career planning into four dimensions: career counseling,career information,system security,and superior support. The author conducted a questionnaire survey on 320 employees in the k company Using reliab ility and validity analysis,correlation analysis and regression analysis and other metho ds, then the author makes an empirical test on the recovery of data. In the end, the authorfound that the four dimensions showed a negative correlation with the loss rate of front-line staff. According to the findings, the author provides 6 sug gestionsrl. Building a more competitive pay system; 2.Establishing specialized car eer planning counseling agencies and Hiring professional career planning counseli ng personnel to plan for the future for employees; 3.Establishing electronic archi ves on occupational development for front-line employee; 4.Establishing a sound career planning system; 5.Improving the communication channels between the hig her and lower levels and implementing the occupation career planning tracking m anagement system;6. Establishing career planning oriented training mechanism.Through the research on the loss of front-line staff in the K company, this paper will provide certain theoretical value and some practical guiding significance on how to reduce the high loss rate of front-line staff, which will have great reference value on how to make career plans for the front-line staff in the K company,ceramic manufacturing industry and other labor-intensive industries.