Research On The Reasons For The Resignation Of Middle And Senior Managers Of B Company And Management Strategies

In the fierce market competition,employee turnover is a crucial issue faced by numerous enterprises.at the high turnover rate of managers in Company B,the paper analyzed main problems and causes in the human resource management of Company B from both internal and external dimensions through theoretical review and field investigation,and then put forward the corresponding countermeasures of the system.Specifically,through field research and in-depth analysis of representative research results at home and abroad,this paper firstly made a systematic review of relevant research both at home and abroad,Through applying "clover" theory,double-factor theory,motivation theory,hierarchy of needs,etc..analytical framework and theoretical basis of the thesis was constructed;Secondly,it summarized Company B's current management situation,management structure,human resources status,and middle and senior management status,distribution status at various levels,and word status of middle and senior management;as well as their current work status;Thirdly,through in-depth interviews questionnaires and data collection,causal analysis,case studies and other means,the turnover intention and reasons of Company B's mid-to-top-level managers collected and collated;Finally,the relationship between job satisfaction,corporate culture,employee relationship,career planning and turnover intention was analyzed.Therefore,it's concluded that the common issue existing in Company B is that the incentive mechanism is imperfect and too simple.Corporate culture construction is inadequate;There are problems in the management mode and the communication between managers and employees is not smooth;There is no explicit career plan.On the basis of relevant research work,In view of the above separation,this paper aims at reducing the loss rate of mid-to-top-level managers in Company B and improving their employees' job satisfaction.The following suggestions are put forward:the first is to improve enterprise culture construction.The second is to improve motivation mechanism of middle and senior management;The third is to establish a one-person management concept;Fourthly,build a career planning system for employees.Through the improvement of the above schemes,the relationship between enterprises and employees can be effectively strengthened,so as to achieve the stability of employees,and thus promote the long-term development of enterprises and have social competitiveness.