Research On The Employee Turnover Problem Of A Petroleum Branch Of Sinopec Sales Co., Ltd. In A Certain City

Since entering the new era of socialism with Chinese characteristics,China's economic development has entered a new era.Under the guidance of the coordinated development strategy of Beijing Tianjin Hebei Province,the development strategy of the Yangtze River economic belt,the construction of the "The Belt and Road" and the construction of The Guangdong-Hong Kong-Macao Greater Bay Area,the various economic situations have taken turns,and China's economic development has entered a stage of rapid growth.The development level of petrochemical industry can be one of the important symbols of the comprehensive national strength of the country.With the vigorous development of the whole petroleum industry and chemical industry and the new development trend of domestic fossil industry,the petroleum and petrochemical industry has become a new investment hotspot for domestic and foreign enterprises in China.However,in the market economy environment,the employees of enterprises are increasingly showing the trend of market-oriented mobility.Compared with foreign enterprises and private enterprises,the phenomenon of staff turnover in state-owned enterprises is more common.Nowadays,talent is the core competitiveness of enterprises.There is a serious brain drain in state-owned enterprises,especially in the new generation of "post-80s" and "post-90s" employees,which is harmful to the development of enterprises.Therefore,taking the old state-owned enterprises as an example,it has become a hot issue in the field of human resources management to deeply analyze the reasons for the loss of employees in state-owned oil enterprises and to explore the drawbacks of the existing human resources management methods in state-owned oil enterprises.Taking the actual situation of a petroleum branch company of Sinopec Sales Co.,Ltd.as an example,this paper adopts the research method of combining theory with practice.On the one hand,it starts with theoretical analysis,on the other hand,it summarizes experience from practice.Based on the relevant literature and the actual situation of employee turnover in enterprises,the characteristics of employee turnover in enterprises are analyzed by using the methods of literature research,questionnaire survey and interview.The main problems existing in human resource management in enterprises are discussed.Combining with the existing theoretical knowledge at home and abroad,the paper puts forward the following proposals:"Promoting the core competitiveness of enterprises,establishing a scientific decision-making mechanism,and strengthening enterprises".Solutions to Humanistic Care.The purpose is to enhance the staff's dependence on the enterprise,enhance the staffs sense of mission,responsibility and belonging,seek effective and reasonable ways to utilize,develop and retain talents from the system level,and then establish a human resources management concept suitable for the long-term and orderly development of the enterprise,with a view to making reasonable suggestions to explore the selection,education and retention of personnel in state-owned oil enterprises.The mechanism construction gives the reference scheme.