Research On Diagnosis And Countermeasures Of First-line Employee Turnover In Company B

With the economic and social development of our country entering the new normal,economic structural adjustment has continued to accelerate,and market competition has become increasingly fierce.However,the problem of aging population in China is becoming more and more prominent,the "demographic dividend" is gradually disappearing,Enterprises,especially labor-intensive enterprises,have difficulty in recruiting workers and employment difficulties,and the turnover rate of front-line employees remains high.This phenomenon has had a serious impact on the stable development of enterprises,resulting in increased operating costs,unstable staff,and reduced production efficiency,which in turn seriously threatened the steady development of small and medium-sized enterprises.Company B is a labor-intensive enterprise with garment manufacturing and processing as its main business.During the development period,it also encountered many problems.Among them,the serious problem is the loss of front-line employees,which has affected the normal operation of the company.This article takes the first-line employees of Company B as the research object,based on the basic theory of employee turnover related theory,demand level theory,satisfaction analysis and other basic theories,and comprehensively uses literature reading method,questionnaire survey method,etc.to analyze the behavior characteristics and reasons of first-line employees.In order to promote the sustainable development of the company,we try to find the management method suitable for the first-line employees and improve the high turnover rate of the first-line employees of Company B.The research process of this paper is to understand the management status and loss status of first-line employees in the field of Company B.Through communication with the head of human resources management,we can look through the employee exit interview records in recent years to understand the employee departure situation.In addition,the first line employees were sent questionnaires to obtain the relevant data on the satisfaction and loss factors of the first line employees.The main reasons for the loss of the first line employees of Company B were:the company's compensation and welfare system was not perfect,and employees were not satisfied with the salary.;The training and promotion system is unreasonable and career development is limited;Work pressure,working environment,living environment comfort low;Management methods are rough,employees feel unrespected,and corporate cultureissues.In the strategy of reducing the high turnover rate of the first-line employees of Company B,this paper puts forward four countermeasures: First,establish a "people-oriented" corporate culture;The second is to change management methods and methods,respect and recognize employees,and improve employees 'sense of decent work;Third,optimize the compensation and welfare system and improve the attractiveness of corporate compensation and welfare to frontline employees;The fourth is to establish a comprehensive talent training and development plan,pay attention to the personal growth of employees and help build a career plan.The conclusions of this paper are of great significance for perfecting the management mechanism of Company B and attracting and retaining front-line employees,and also have certain theoretical reference significance for other labor-intensive processing and manufacturing enterprises.