A Study Of The Reasons And Countermeasures To Y Company's Core Employees' Resignation

The long-term development of enterprises depends largely on the competition and development of talents.High-quality core employees of enterprises can give enterprises good strategic objectives,market competition strategies,technological upgrading,corporate culture atmosphere,and help enterprises growing.As a scarce resource,core employees can be foreseeably the focus of competition in the talent market at home and abroad and in various enterprises.How to effectively retain,attract and utilize this important human resource of core staff is one of the key points of human resource management in enterprises.Taking Y Company as an example,this paper systematically explores the causes of core staff turnover in Y Company and puts forward corresponding countermeasures.Firstly,the core employees of Y company are defined from the vertical and horizontal perspectives of Y company.Then,according to the definition conditions,the core staff turnover of Y company in recent years is matched and analyzed.Then,by means of questionnaire survey,telephone interview and interview,we can find out the reasons why core employees quit their jobs.After summarizing,we can find the following points: the salary do not match the expectations of employees,the salary is less competitive in the market,the development Path of employees is unobstructed and there is no enough opportunities for development,the belonging sense of employees to enterprises is not strong,and there is no reasonable and effective communication mechanism.After that,it puts forward corresponding countermeasures for the factors of investigation,such as adjusting the salary and treatment system,expanding the flow path of core employees,strengthening the construction of corporate culture,strengthening the emotional link with employees,improving the communication channels of employees,etc.This paper also discusses the necessity and feasibility of establishing the core staff turnover management mechanism and talent pool.And put forward safeguard measures.Hope to provide some help for Y company to solve the problem of core staff turnover,but also for other enterprises to encounter similar problems to provide reference for other scholars to study.