Analysis And Countermeasure Research On The First-line Employee Turnover In High-altitude Equipment Industry

The rapid development of China's economic construction promotes the continuous expansion of the application scope of the aerial work platform in China.In addition,the penetration rate of the aerial work platform will continue to increase,and the equipment required by China's infrastructure for aerial work is gradually expanding.With the extensive use of overseas high-altitude working platforms extended to China,the competition of domestic high-altitude working platforms gradually intensified.There is still a large gap between the amount of equipment of domestic aerial working platform and that of foreign countries.Compared with international high-altitude working platform enterprises,many domestic equipment leasing companies have turned their business to high-altitude working platform.Chinese engineering equipment leasing companies have made great efforts to develop high-altitude working platform leasing business under the new situation and achieved good results.However,due to the limitations of manpower,technology,capital,plant area and other factors,the expansion speed of domestic aerial work platform enterprises fails to keep pace with the growth speed of market demand.In addition,most domestic enterprises are still limited in research and development ability,unable to enter the market of medium and high-end products,but their scale is still small,which is impacted by the small peer leasing companies that have been entering the market,and they have not formed large-scale leasing companies,which is also a reflection of the immature market.In view of the above problems and market status,and the fact that human resources account for a large part in restricting the development of aerial work platforms,which seriously restricts the long-term development of enterprises,theoretical research is needed to improve these problems.The research process of this paper is to a line field understand the cause of the loss of the current work of the staff and stores,browse through 2019 front-line employee loss data,and through a questionnaire to further obtain a line of related data,the reasons of the loss of employees for Z company are:employee career matching degree is low,the company pay service system compared with the same industry,salary welfare system is not sound lead to employees are not satisfied with salary welfare treatment;High working pressure;Unreasonable working hours;Less training leads to less career development;Low comfort of working environment and living environment;Team building,poor culture,employee sense of belonging,low level of happiness.Based on the above problems,the paper puts forward the following measures:first,strictly check the recruitment process,improve the recruitment process standards,and introduce and control personnel from the recruitment port;Second,optimize the salary and welfare system to prevent the loss of employees due to competition;Third,establish a sound training system;Fourth,the establishment has the incentive appraisal mechanism;Fifth,improve the working environment of employees;Sixth,shaping team culture.