Research On The Prevention Strategy Of Employee Turnover In Conch Mingzhu Cement Company

Traditional manufacturing enterprises are facing a shortage of labor supply and human resources grabbing,and the management and control of employee turnover has become an urgent issue facing the manufacturing industry.Conch Mingzhu Cement Company is a labor-intensive enterprise that undertakes the production and processing of cement products in Shanghai.In recent years,due to the active labor market in Shanghai,fresh graduates of universities recruited by companies from other provinces and cities have left their jobs.In addition,local employees have also re-selected jobs.There are some managers,professional and technical personnel and general staff in the company.The problem of job vacancies has caused a break in the staff structure and an increase in staff turnover,which has made it difficult to guarantee the output and quality of the company's products,which seriously affects the company's sustainable,healthy and orderly development.Then,under the pressure of the "three go,one drop and one supplement" national supply-side reform,and under the historical opportunity of the "Belt and Road" national strategy,retaining talents has become a key factor for the development and growth of enterprises,and preventing brain drain has become an urgent matter for enterprises issues that need resolving.Based on the related theories of employee turnover and employee turnover,this paper conducts research on the problem of employee turnover in the company by reviewing relevant domestic and foreign literature,interviews of leaving employees,and questionnaire surveys of current employees.First of all,the company analyzes the employee turnover data of the company over the past five years,sorts out the current situation and characteristics of the company's employee turnover,and summarizes the adverse effects of employee turnover on the company.Secondly,the main factors affecting the turnover of the company's employees are the external macro environment,personal internal factors,and internal characteristics of the organization through the design and implementation of the record of departure interviews and thequestionnaire survey.Furthermore,based on the inductive summary of the influencing factors,we have formulated a human resources strategic plan to standardize the recruitment workflow,optimize post employment and improve labor productivity,carry out salary benchmarking and improve the welfare system to enhance corporate competitiveness,and implement "human-based care " Creating a good organizational culture atmosphere,enriching employee training content and methods,improving professional development planning,establishing employee early warning mechanisms,focusing on employee turnover management before,during,and after the event,developing human resources information systems and strengthening employee information management employee loss prevention measures.Lastly,the implementation of employee turnover prevention measures in terms of organizational system,corporate culture,employee democratic participation,and management's emphasis on support ensure the company's continuous improvement in systems and mechanisms.Through the research in this paper and the implementation of employee turnover prevention measures,scientific methods can be used reasonably and effectively to reduce the turnover of the company,improve the stability of the workforce,and enhance the core competitiveness of the company.At the same time,it can also reflect the current situation of brain drain in China's manufacturing industry under the new situation,and provide a certain level of reference for companies facing similar staff turnover problems.