Causes And Management Countermeasures A Core Staff Turnover

With the development of economic globalization, international capitals have been constantly flowing into the Chinese market, and thus domestic enterprises are faced with a market environment of opportunities and challenges. From the short-term perspective, a lot of capital flow will foster market integration and enterprises that survive in market competition will embrace all-time opportunities for development. But from the long-term perspective, mass material resources support is limited to the development of enterprises, which cannot meet requirements of Chinese socialist modernization either. As one of key factors for sustainable development of enterprises, core staff can assist enterprises to realize strategic goals, improve operating benefits and strength risk resistance. Predictably, core staff, a kind of rare resources, will increasingly become the focus of domestic and foreign talent market competition, and the increased mobility of core staff will occur as the change of market environment. Especially for the chain catering enterprises, besides the big change of working environments for core staff, many other factors for their leaving office also exist. In the internal chain catering enterprises, core staff are often in short demand. Their leaving office will bring about short-term loss for enterprises, which is unfavorable for the long-term development of enterprises. Therefore, the permanent development of catering enterprises cannot go without good management approaches and means of human resources, especially in core staff management.On the basis of human resources management related theories, reasons for core staff leaving from A chain catering enterprise are well studied from three perspectives of external market environment, internal enterprise environment and core staff themselves. Concerning core staff leaving from A catering enterprise, countermeasures and suggestions are proposed in improving the management mechanism of enterprise core talents, establishing core ability delivering mechanism in internal enterprises, constructing good competition environments for core talents, and strengthening existing incentive mechanisms. These proposals may help A enterprise to solve its present core staff leaving crisis, and provide some references for other enterprises and scholars. The study shows that, core staff, as one of important resources of enterprises, is the essential factor to enhance the enterprise’s core competitiveness, so how to efficiently make use of core staff is the key to human resources management of enterprises. Although core staff leaving is unavoidable for an enterprise, effective human resources management measures may keep an enterprise’s existing core staff as much as possible. Moreover, improving the management of an enterprise’s core staff leaving can increase an enterprise’s competitive capitals, and further intensifying its competitive advantages and finally help its sustainable development.