Countermeasure Research On G Company's Employee Turnover

To survive,develop and grow,an enterprise must pay attention to human resources and it is the key factor for enterprises.Therefore the management of human resources becomes more important,especially for the traditional labor intensive industry,whose working environment is complex,the work area is all over the city,and the number of people is numerous.If the problem of personnel turnover happens,it will cause fatal injury to the enterprises.If the problems cannot be alleviated in time,it will not only affect the development of enterprises,but even affect the appearance of a city.The sample company in this article,Tianjin Public Transport Second Company(G Company),is the largest operation branch of Tianjin Public Transport Group.It has 71 bus routes all over the city,and belongs to traditional labor intensive enterprises.The company has a long history and has a history of more than 50 years of development.It ever had unlimited success,with a millions RMB daily income.But with the increasingly fierce competition in the transportation market,the internal staff has relatively more options and the employee turnover rate increases year by year,resulting in the cost increases,the loss of assets and instability of employees,etc.,which have seriously affects the further development and expansion of the enterprise.Therefore,at this time,studying the problem of the turnover is the top priority of G Company.In this paper,the staff questionnaires will be distributed to three types of employees,front-line drivers,motorcade grass-roots managers,and office workers.The questionnaire surveys the factors that may affect employee turnover through three kinds of reasons,including internal,external and self reasons.The following feedback is seen through 200 questionnaires.Firstly,it is shown that there is the most serious loss in front-line drivers.They will leave for better pay provided by other companies.Next are the motorcade grass-roots managers,and office workers.There is also some certain loss.In addition to the discontent of the company's salary,the reasons for their resignation are that they consider more for the future development space and the content of their own work.Generally speaking,no matter the front-line drivers,motorcade grass-roots managers or office workers leave,the company's morale and future development strategy,or even the normal operation will be affected.Aimed at the feedback from the questionnaires and G Company's employee turnover rate over the years,the author,from four aspects,recruitment,training,salary and welfare,and enterprise culture,puts forward suggestions to enhance the company's human resources management,and proposals for retaining personnel and ensuring the production,operation and other steps can be implemented smoothly.Hope that through the research of G Company,the countermeasures can be of reference value not only to G Company to solve its personnel turnover problem,but also to the enterprises in the same type.