Analysis On The Turnover Rate Of Flight Attendants In SZ Airline

With the rapid development of civil aviation in China,The demand for flight attendants in SZ Airline is increasing day by day.However,at the same time as a large number of recruitments,the turnover of cabin attendants of SZ Airline has become more and more serious.For example,a branch of SZ Aviation Co.,Ltd.has a turnover rate of up to 20 % from May 2018 to March 2019.In the development and application of human resources,SZ Airline lags far behind the development level of the international civil aviation industry.Therefore,increasing the in-depth development and utilization of human resources for flight attendants and controlling the turnover rate of flight attendants of SZ Airlines within a reasonable range will help maintain the stability of SZ Airline.Under the background of the high turnover rate of flight attendants of state-owned airlines,this paper uses SZ Airline as the research object,using questionnaires,in-depth interviews and field visits.And using the Mobley model from the perspective of the crew work itself,the internal management system of the company,the salary and welfare design,and the employee's career,the reasons for the turnover of SZ airline cabin crew members were analyzed in detail.It was found that there were five main reasons for the turnover of the airline's flight attendants:The first is that in the context of the high cost of living,the overall level of compensation and benefits for flight attendants is low.Second,flight attendants to the company's internal competition mechanism of fair recognition is not high.The third is that the schedule,shift system are too rigid.Fourth,the career development prospects of flight attendants are not clear.Fifth,flight attendants lack a sense of belonging.Under the combined effect of these factors,there has been a greater loss of flight attendants.In order to control the loss of flight attendants at SZ Airlines,the following aspects should be considered: First,optimize the design of remuneration benefits and provide more incentive economic rewards for flight attendants.Second,develop a Humanized shift leave system to reduce the pressure on flight attendants.Third,to create an employee-based corporate culture,increase employee sense of belonging and professional honor and so on.Through the research and analysis of this paper,give some enlightenment to other domestic airlines and help to match the interests and objectives of the cabin crew and the airline,so as to achieve the common development of both sides.