Research On The Problem Of Employee Turnover In BASF Shanghai Coatings Limited Company

Since the reform and opening up,the influx of foreign capital into China,bringing advanced technology and management experience,the development of China's economy has an important role in promoting.With the development of economy,more and more people have realized that compared with other forms of utilizing foreign capital,joint ventures have unique advantages.Joint venture can develop rapidly and become an important driving force for the development of national economy.However,in the rapid development at the same time,because most joint ventures in top management are mostly foreign companies appointed managers and employees Chinese,resulting in the management of human resources and development of the joint venture still has many problems,resulting in serious loss of staff.The high staff turnover rate has seriously affeGted the normal operation of the joint venture,and increased the cost of human resource management.In addition,the high turnover rate of employees not only leads to the loss of technology and experience,but also affects the enthusiasm of the staff.The high turnover rate of employees has become a major obstacle to the development of enterprises.Therefore,the analysis of the reasons for the loss of staff,and put forward the corresponding countermeasures,the enterprise staff turnover rate in a reasonable range,become an urgent need to solve the problem.This paper reviews the previous literature on employee turnover,to Company B as the research object,analyses the reasons of the loss of staff through in-depth study of the Company B,and put forward the corresponding countermeasures.Through the analysis,this study found that the cause of Company B staff turnover is lack of scientific human resources planning,recruitment channels,do not pay attention to employee training,lack of scientific performance appraisal system and the lack of comprehensive incentive and corporate culture.Aiming at the above problems,this paper combines the theory and practice,put forward Company B should pay more attention to human resource planning,improve the company recruitment mechanism,pay attention to employee training and employee occupation career development planning,the establishment of a fair performance appraisal system,pay attention to cultural construction and suggestions.