A Study On Management Of Staff Turnover In Enterprises

There is always an invisible turnover intention among the employees when they completed their own work-- they may want a better job. And once there is an "opportunity", some employees will put this idea into practice. There are many factors affecting the determination of the staff, which conditions such as macro-economic factors, industry factors, personal factors, etc. Taking H enterprise in Qingdao Economic and Technological Development Zone for example, this paper aims to find the reasons for employees’ turnover on the basis of analyzing the relationships between the turnover situation recent years in H enterprise and the manufacturing industry which it belongs to, the academic level of the existing staff in H Enterprises, the compensation levels and consumption levels in Qingdao, the Corporate Culture and some other factors.The turnover of stuffs, which may bring in new management concepts and new cultures, especially hiring the technical backbone back could retain a number of staff with perfect skills and rich experience and knowledge, has positive significance; whereas, unexpected resignation of qualified staff may increase the additional capital in strengthening the human resources management. To strengthen enterprise management of employee turnover, we should retain certain numbers of high-quality personnel from the aspects of employees, enterprise and society, and make adequate adjustments for the needs of enterprise. Only by treating the management of employee turnover as a normal human resource management can we resolve conflicts between employees and enterprises. The task of human resource management is not only recruiting talent, but also firing inappropriate talent, and retaining necessary talent.