Research On Problem Of Basic Rank Staff Turnover In Petro China Jilin Province Refined Oil Transport Company

In the market economy environment,the employment relationship between the enterprise and the employee is two-way,which makes the employee mobility possible.Since the employer or employee is no longer satisfied with the employment relationship or the contract terminates,all the employment relations will be terminated.There is inevitability.In recent years,with the decline in oil prices,macroeconomic downturn,oil companies significantly reduced profitability,making the enterprise staff salaries and welfare levels have declined,resulting in part of the staff leave.In PetroChina Jilin refined oil products transport company in recent years,the issue of employee turnover is particularly prominent.Some basic rank staff were born between 1980 and 1999,most of them are only children which are in good family environment,get high level of education,and have job mentality of instability.Coupled with the strength of the oil transport companies work,poor working conditions,company faces the problem of the higher turnover rate of grassroots employees.As the particularity of the oil transportation enterprise,it is a major problem for the company to solve how to retain the working ability and experienced grass-roots staff,to build high-quality oil transportation team and ensure safe and efficient operation.This passage can be divided into six chapters.The first chapter is about the background of the research,the research significance,the current situations of domestics and abroad,the research ideas and the research methods.The second chapter is about the definition and definition of related theories,including the definition of the concept of basic rank staff,the theory of motivation,the theory of motivation,and the definition of the concept of the basic staff.The third chapter,Jilin province oil transportation company staff turnover status and influence,mainly including: company profiles and staff structure,company employees and job responsibilities,the basic employee characteristics analysis and grass-roots staff management system etc..In the fourth chapter,the investigation and analysis of the reasons for the turnover of basic rank staff in PetroChina Jilin Oil Transportation Company were carried out.Questionnaires were used to investigate the turnover of grass-roots employees of PetroChina Jilin Oil Transportation Company.The main reasons for the resignation of basic rank staff in CNPC Jilin Oil Refining Transportation Company are concentrated in three aspects: career planning satisfaction,work team coordination and satisfaction of communication,working environment and safety.The main reasons provide a basis for improving the company’s brain drain situation.The fifth chapter is about Countermeasures and suggestions for effective control of staff turnover.The main contents include: the staff career development planning,enterprise culture shaping and working environment improvement put forward corresponding countermeasures.The sixth chapter is conclusion.