Situation Analysis And Countermeasure Study Of H Training Center Staff Turnover

With the continuous development of MBA education, private MBA training institutions have developed rapidly, setting up branches in big cities all over the country. MBA training institutions have experienced a rapid stage of development because the number of MBA candidates rose sharply. The fierce competition and light difference among the training institutions make their service highly depend on the teacher and other professional skills, rather than capital. Market competition among training agencies comes from outstanding teachers and staff. As for employees working for MBA training institutions, many problems, such as pressure of work, long working hours, work at the weekend, unreasonable remuneration and incentive system, lead to the phenomena that turnover is quite serious, and the employees leaving flow easily to rivals or new rivals, resulting in the negative consequence to the company.H training center as a MBA chain training institutions known in the whole country is facing a major problem of employee turnover. This paper chooses H training center as the research object, through a questionnaire survey, combined with qualitative analysis method in order to find out the reasons for the company employee turnover and advance some corresponding countermeasures.According to the relevant theories of human resource management and employee turnover, This paper analyzes the present situation of H training center staff management and its existing problems, summarizes up the characteristics of employee turnover and the main impact. The H training center made a survey of the staff turnover reason and satisfaction degree. On the basis of survey data, the training center found the main reasons for the resignation of employees:the low salary, lack of occupation development and training, less feedback form the superior guidance, monotonous work and not matching with work, working long hours and work pressure and other factors. The main aspects of the resigned employee dissatisfaction are:salary and welfare, the promotion and the occupation development, working time, training, superior. Employee satisfaction and employee resignation shows a strong correlation.On the basis of survey data, this paper from the enterprise and job factors, their own factors, social factors summarized the causes of employee turnover, and combined with the main reason statistics questionnaire of job dissatisfaction, so as to analyze the fundamental reason of the loss of staff training center. According to the results of the analysis, combined with the actual situation of the training center, H training center proposed the preventive countermeasures of employee turnover such as optimizing job design constructing scientific recruiting system, improving training system and career planning, making a competitive salary, and establishing a people-oriented staff management mechanism, and also bring forward how to do follow-up management of employee turnover.The research results on countermeasures of employee turnover not only help to improve the level of human resource management, employee enthusiasm and work efficiency, but also help to reduce staff turnover rate, improve the training competition, promote the development of the company. At the same time, the research results of similar MBA training institutions also have a reference value, help them to reduce staff turnover rate and improve the company’s human resources management. Meanwhile this paper also provides supplement for employee turnover and human resource management theory.