Research On WG's Employee Turnover Problem

At present,China's economic situation is developing in a good state.The gap with some advanced countries is gradually narrowing,and the overall national strength is gradually increasing.However,because many enterprises are at the initial stage of development,there are some management methods that are not suitable for national development.Thinking mode.At present,the state advocates mass entrepreneurship and innovation,and many emerging enterprises have sprung up.The competition among enterprises is becoming increasingly fierce.The competition among enterprises is ultimately the competition of talents.Whoever has high-quality talents will master The core competitiveness.In the context of increasingly fierce competition among SMEs,the situation of employee turnover has become more severe.This phenomenon has also attracted the attention of human resources experts and scholars at home and abroad.Based on the actual situation,research background and significance of WG,this paper expounds the important role of people in the process of enterprise growth and development,and aims to analyze and analyze the phenomenon of employee turnover and countermeasures from the perspective of human resource management.Ways and means to help the unit,with reference to reduce the turnover rate of WG.This paper first introduces the background and research significance of WG's employee turnover problem,and points out the seriousness of the problem and the necessity of research.Secondly,it analyzes the impact of employee turnover on the enterprise,and analyzes the specific situation such as age status,academic background and working age.Through the analysis of the status quo and the reasons for the loss of WG employees,combined with the actual situation,using questionnaires and interviews,Find the crux of the employee turnover problem from the root cause,and then propose corresponding solutions and measures to stabilize the employee's feasibility.Finally,it is the conclusion and outlook of the employee turnover problem.It is hoped that we can find out the methods and viewpoints that are helpful and useful for the enterprise from the research of this paper.The results of this paper show that the reasons for the loss of WG employees include job opportunities,family support,conversion costs,job satisfaction,and corporate commitment.The top three reasons for WG's employee turnover are“Company's compensation”.There is a lack of fairness in assessment and adjustment,"employees do not agree with the company's corporate culture and values","lack of promotion opportunities,and less personal promotion space".From this point of view,salary incentives,corporate culture recognition and development space are all WG An important reason for the company's employee turnover.Then the paper puts forward some suggestions on how to improve employee demand,salary assessment,salary incentives,corporate culture,corporate training,etc.How to prevent employees from losing again,while attracting and leaving better talents.It is expected that the research in this paper will help to reduce the turnover rate of WG company.At the same time,to a certain extent,it will be of reference and reference for the management of personnel loss in enterprises with similar loss.