Research On The Resignation Of Frontline Employees Of KJ Company

Human resources are the most important resources of enterprises.Human resources play a decisive role in the development of productive forces and ensure the smooth implementation of business strategy.KJ Company is a manufacturing enterprise which produces glass cover panels.Its products are mainly used in mobile phones,flat panels,vehicle navigation,etc.The number of front-line employees during the peak period of orders can reach about 800,of which 640 are production front-line operators,which belongs to a typical laborintensive enterprise.From the nature of the industry,the company’s future development prospects and profitability depend on whether it can stabilize real estate production with a high yield of good products.The stability of good product rate necessarily requires stable skilled workers on the production line,whose stability directly affects the company’s production order fulfillment rate and product quality.This paper makes an empirical analysis and exploration in combination with the actual situation,and makes a comprehensive discussion on the reasons for the demission of front-line employees in KJ company and the measures to improve the high demission rate.The firstly clarifies the background,purpose,method and framework of the topic.Then to introduce the relevant theories,In addition,the concepts involved in this study were defined,and the conclusion was drawn that the external factors,internal factors and individual factors that affect employees’ decision and behavior to leave the company were all contributing to the theoretical foundation of this study.After above on the analysis of the actual situation of KJ company,Through model of price-mueller(2000),the reasons leading to the resignation of the former employees were found to be mainly personal reasons,salary and welfare,work and other reasons,and the correlation of the factors in the resignation model of Bluedorn(1982)was used to design the satisfaction survey of the former employees,and the relationship among the satisfaction,resignation intention and final resignation behavior of the former employees was analyzed according to the survey results.According to above,gives some countermeasures and suggestions to improve the satisfaction of front-line employees of KJ Company,which provides effective methods to reduce the turnover of front-line employees.And puts forward a set of effective human resource management methods to improve the turnover of front-line employees: the recruitment system broadens the channels,the salary adjustment system in the salary adjustment system inclines to the high turnover rate crowd,and simplifies the examination system.Increase multi-channel promotion and reform of working environment in training and development system.Of course,any set of human resources management system has its limitations,which need to be implemented continuously and adjusted with the changing environment.Only in this way can we effectively guarantee the improvement of the first-line employees’ job satisfaction,let the first-line employees stay,work happily,and promote the healthy development of enterprises...