Analysis And Management Countermeasures Of Employee Turnover In A Manufacturing Enterprise After "90s"

With the development of the economy,more and more countries pay more attention to the manufacturing enterprises.The manufacturing enterprise is the real economy,which plays an important role in stimulating the national employment and economic growth.But the manufacturing enterprises are also facing a severe form,especially the traditional manufacturing enterprises,the profit space is small,and the survival is difficult.The attractiveness of the manufacturing enterprise to the talent is declining year by year,and the phenomenon of "difficult to recruit people and more difficult to keep people" appears.The high turnover rate of manufacturing staff,especially the high turnover rate of post-90 s employees,has become an important factor that hinders the development and transformation and upgrading of manufacturing enterprises.How to reduce the turnover rate of the post-90 s employees,leaving talents,developing talents,and providing a solid human resource base for the development of enterprises has become the goal of this research.The research object of this project is A manufacturing enterprises operating posts "90" employees,to analyze the causes of turnover behavior,they,and tries to find out the suitable method of operating post "90" after the employee management,improve the manufacturing operation post "90" high staff turnover rate situation,to establish a new management system,to promote the sustainable development of manufacturing enterprises.The process of this research is to A manufacturing enterprises as the research sample.The current situation and status quo of the management of the "post-90s" employees in A manufacturing enterprises are in the field.Through a summary analysis of the information of the application form and the turnover interview table,the basic situation and main reasons for the employees' turnover after the "post 90" operation are to acquaintance.And through the employee satisfaction survey questionnaire,the relevant facts about the satisfaction of A enterprises and the factors affecting their turnover are further obtained.According to the scientific statistical analysis method,the main reasons for the employee turnover of the "post-90s" employees in A enterprises : employees feel low in the business,untrusted / unrecognized;the salary system of the enterprise unreasonable;limited career development;work pressure;corporate culture and so on.Of course,employee turnover is not due to one of the reasons,and it is usually a combination of factors that lead to employee turnover.In view of the high turnover rate of the post-90 s employees,this paper puts forward five countermeasures: first is to improve the sense of decent labor by respecting and recognizing employees and improving their ability to work again;the second is to redesign the salary and welfare system of the post-90 s employees to improve the attractiveness of the salary and welfare of the enterprise to the post-90 s employees;the third is to pay attention to personal growth and career planning;the fourth is to reduce employees' working fatigue through redesign of work,flexible working system,improvement of working conditions,transformation of basic management ideas and methods;the last is to create a "people-oriented" enterprise culture.