Research On The Turnover Problem Of X Company's Basic Operation Staff

Manufacturing is often synonymous with labor-intensive enterprises,and as the basis of manufacturing foundation and safeguard workers(just as a line production operation staff),they have been the frequent personnel flow problem.Demographic dividend gradually disappear aging trend?intelligence manufacturing is booming and Enterprise labor costs are rising.The labor shortage of manufacturing enterprises will be more and more serious in a long time.Therefore,at the present stage,it is very necessary and significant for manufacturing enterprises to study the dimission of employees in basic operations,which will contribute to the stability of the staff and the long-term sustainable development of enterprises.However,through the review of a large number of literature,it is found that the research on dimission mainly focuses on the core key talents,while the research on the dimission of basic employees is less.Through the analysis of the dimission status of typical manufacturing company X,the author found that the basic operation employees with the largest proportion of manpower in the unit also had a high dimission rate and poor stability,which has been a long-standing problem for enterprises.This once again illustrates the necessity of studying the dimission of employees in basic operations.In order to find out the key factors affecting the dimission rate of employees in basic operations of X company,the correlation between each factor and the dimission rate and provide management reference,this paper conducts the following research centering on the conventional ideas of finding problems,analyzing problems and solving problems:First,the determination of the key factors affecting resignation.After analyzing,summarizing and sorting out the relevant research results in the field of resignation,with X company as the pilot,in order to ensure sufficient and reliable data,choose A B C D four scale representative employee turnover rate of the branch to carry out the basic operation situation of investigation and research,validation based employees leaving the authenticity of the condition,and through the sampling questionnaire employees interview,summarizes the key factors influencing the separation rate.Second,Analysis of key influencing factors.by using graphical and statistical tools to influence factors of turnover of authentication and key by analyzing the relationship between influencing factors and turnover rate analysis,determine the overtime wages and benefits to affect the basic operation of the employee turnover rate is the most important controllable factors,in addition,the organizational environment for personal development in one of the most important long-term recessive factors of employee turnover.Third,the use of the key influencing factors.in accordance with the data analysis result,the overtime salary and controllable factors and the two enterprises with strong correlation between employee turnover rate and significant impact,explain to departure has good ability to enterprise employee turnover rate can be as a basis for operation management of the breakthrough point,through different stages of development or business needs,with reasonable adjustment of the need to work overtime and expected salary and predict in advance,to achieve optimal arrangement and overtime wages sweet spot design;At the same time,increase the flexibility of the welfare;Finally,the work environment of enterprise culture and staff development to increase awareness and necessary to improve the comprehensive above,implement specific demand quantity foundation staff effectively retained.Fourth,optimization and improvement of key influencing factors.Based on theabove analysis of company x's resignation status and research results,in order to fundamentally,management of employee turnover from the source control turnover rate,leaving the further deepen the research of controlling turnover,the turnover rate improvement countermeasures research.Try from the employee compensation structure to optimize the design of the elastic welfare development career development planning and construction of enterprise culture to improve turnover of countermeasure research,hoping to seek to improve employees' sense of belonging of achievement satisfaction and fundamentally self-actualization needs,effectively reduce the staff turnover rate and through a series of feasible departure management advice is put forward,for the enterprise to provide effective management for reference.Finally,the shortcomings and contributions in thisstudy are summarized,and the follow-up research directions are proposed.In conclusion,this article expects to through the understanding of company X exit status quo,problems and found his departure is focused on the impact on the turnover of the most significant group,and hope to stay for the group targeted analysis,find out the key factors affecting departure,and further in-depth investigation and study,departure analysis and improvement?...