The Study On The GSCT Company Staff Turnover Problems And Coping Strategies

With the rapid development of Chinese economy,Chinese small and medium-sized enterprises have become the main force to enhance the economic connection between China and the world..these enterprises catch up with the best time.It promotes the Important strength for the national economic,social development in our country and the construction of a harmonious society,which is has become step by step an important part of our country’s economy.In particular,The state has invest heavily in urban infrastructure construction in recent years and equipment of market requirement is increasing.It is that relevant to the small and medium-sized private enterprises is in rapid expansion of the aspect of management mode and development scale,and the number of rising dramatically.At the same time,due to the world economic globalization,better educated and the influence of the speed increasingly in informatization.The survival and development of small and medium-sized private enterprises in China face greater competitive pressure.It Has become the obstacle restricting the development of enterprises that there are serious defects in human resources management,which Lead to the enterprise staffs loss phenomenon.In particular under the situation of enterprise scale In expanding gradually.The stability of the employees team has a great significance to the enterprise development.frequently Employee turnover and staff shortages all cause great influence to the enterprise.Big loss of employees often bring huge losses to the enterprise.In a short period of time come to see the loss,It will bring the expensive the replacement cost of employees.Not only is not conducive to unity and stability of the entire enterprise,but aslo is not conducive to enterprise’s cohesive force.In terms of overall,Staff turnover mainly has three aspects influence to company:firstly,Staff turnover will bring additional operating costs.Mainly reflected in the training cost,The cost of New employee recruitment,selection,trial,the formal employment and pay the cost of make up for openings to take emergency measures In the short term.This is mainly manifested in the pay overtime payment to Arrange temporary substitute personnel.Cost of low efficiency for recruiting new employees in probation period.Staff turnover brings the negative impact of enterprise internal personnel costs and and no order cost.Second,Staffs loss damage enterprise in the outside set up the good enterprise image.Departing employees play a bad role to the enterprise in social image.The outside world is generally believed that the enterprise internal exists loopholes in management.Because of these negative publicity,lead to a large number of assets loss.thirdly,In the same industry competitors is also an important reason that staffs loss in the enterprise.Employee bring the original customer resource,human relations to the competitive enterprise.Therefore the enterprise customer resources loss.So want to speed up the development of enterprises,we must strengthen human resources management.To reform gradually In terms of the human resources.Reduce staff turnover enterprises,retaining talent,To win in the fierce business competition.At present,most of the small and medium-sized private enterprises in China have some questions in human resource management of person-post matching,training and development,performance appraisal,incentive system and Salary management,etc.This is a very serious phenomenon of leading to enterprise staff turnover.Enterprises only adopt scientific human resources management countermeasures.More attention and support to the human resources management.Establish and improve human resources management system.Create a good corporate atmosphere.It can reduce staff turnover and implementation of enterprise human capital value-added continuously.Make the enterprise smooth growth and realize the sustainable development.GSCT company as an epitome of the small and medium-sized private enterprises.In recent years,Machinery industry due to the increasing market demand,Lead to the company has expanded rapidly and equipment sales quantity becomes more and more,But the company lack of management talents,Backward management methods and management mechanism imperfect.Serious lack of adaptability to the market.Employees with low various aspects ability.Company managers are very distress because of staff turnover.At present companies face a very serious problem is that thd company has a shortage of market staff and technical.Enterprises still stays on the traditional management mode.Company management is to realize the importance of employees to enterprise development.Continuously strengthen input of the company’s internal human resource management.Thus raise the cost of human resource management.But the result is not optimistic.Such as company established the selection and recruitment channels.But because the post does not match,Employees’ professional level is very low,etc.Lead to the company is hard to leave the right talent.Company human resources costs and benefits is not proportional to the growth.In this paper,through the investigation of the causes of GSCT company staff turnover.Analysis the influence factors of the staff turnover causes.and In-depth system discussed in this paper.strategy adapted to GSCT company is put forward,which will reduce staff turnover.In this paper,through research and analysis about the present situation of GSCT company human resource.Discovering some characteristics in GSCT company.For example,Company employees younger,A serious imbalance between the sex ratio,Staff degree structure is not high,Employees working life is shorter,Staff turnover in the last five years between 21% and 25%,etc.Through the questionnaire survey,from the Outside the organization,internal organizational and individual staff understanding the current staff job satisfaction.The analysis found:the factors of outside the organization that it include The external employment opportunities and labor market,etc.In the internal organizational,there are a series of problems impact on employee job satisfaction.such as the company’s internal management system is not complete,Management system is not standard,Salary welfare system is not reasonable,Training system is not perfect,Employees of the company’s operation and management participation is low,Company interpersonal tensions,Ability and post don’t match,"Corporate culture" is missing,etc.In employee personal issues,there are personal factors and values lead to Staff turnover.In view of the GSCT company these problems,The author put forward the strategy of the response to staff turnover:Establish and perfect internal management system,Including the specification of the company’s internal management system,scientific setting position category,set up standard internal management process.Build a reasonable remuneration system,To strengthen the company training system,Create internal employee information feedback system,Company human resources planning,Completes the company human resource demand forecasting and planning of employee career development space,Strengthen the construction of the corporate culture.This paper uses the relevant theories of human resource management both in China and abroad staff from draining.In combination with the practical situation of GSCT company.Found problems of GSCT company staff turnover at the moment.Put forward the coping strategies of reducing the cost of company employees to ease present situation of human resource management.Not only can provide some reference for GSCT company human resources management,but aslo can provide reference value for the same industry enterprises.