Research On The Attrition Of JD Airlines Flight Attendants

For the past few years,with the rapid and sustained development of China's civil aviation industry,there are a large shortage of airline flight attendant talents.At the same time,with the continuous improvement of the openness and marketization of the civil aviation industry,the flowing of large numer of flight attendant talents has become a common phenomenon,which brings many problems,such as the loss of human capital,the damage of internal and external image,the decline of core competitiveness etc.in the airlines' human resources management aspect.Therefore,how to control the flight attendant flow in a reasonable range is an important problem that airlines have to solve urgently.According to the theory of Brain Drain,on the one hand,this thesis will uses the questionnaire survey method and the in-depth interview method comprehensively.First of all,I will analyze three reasons for the current situation of the brain drain of the flight attendant in JD Airlines.The first one is the external environmental factors,which including the development of economic information technology and the change of social environment etc..The second one is the internal factors of the enterprise,which including thnarrow career development space of employees,excessive work pressure,lack of attention and lack of competitiveness in pay and benefits,etc..The third one including some personal factors,such as too much high work expectations,difficulties to balance work and life,and the differences about personal character and interest,etc..On the other hand,this thesis put forward to some optimized scheme to stabilize the air crew talents of JD Airlines from four aspects,which including the selecting,educating,employing and retaining of the talents.Firstly,we suggest to set out and carry out a scientific HR planning and recruitment procedure,including give a reasonable human resources planning,a scientific recruitment methods,as well as a stable form of employment.Secondly,we suggest to establish a sound promotion platform to improve the air crews' career plans,perfect the cabin flight attendants promotion system,introduce a cabin flight attendants career evaluation standard,and promote a scientific and perfect training system.Thirdly,we suggest putting into practice the people-oriented management concept.The airlines should pay more attention to the front-line flight attendants and establish a scientific work scheduling system,a reasonable leave system,a participsatory management method,and an open communication channels.At the same time,there will be a helping program for the flight attendant talents to pay attention to the career and life of the flight attendants,encourage the cultural goals,cultivate professional honor,and so on.Forthly,we suggst improving the competitiveness of the company's salary and welfare level,and considering to perfect the corporation pension plan,etc..This thesis is aimed at controlling the brain drain of the airlines flight attendant talents in a reasonable range,which means retaining excellent flight attendants and eliminating unqualified ones effectively,so as to stabilize the production environment of enterprises and enhance the competitive advantage of enterprises.In addition,the research could provide a useful exploration for the civil aviation industry to give more attention to the company's key staff,as well as provide an effective way to solve the problems which exist in the current HR management model.