| With the rapid development of China's economy,the turnover of employees in enterprises has become quite common.The large number,high frequency,and deep influence of the resignations have aroused widespread concern among scholars.However,the domestic research on the issue of employee turnover is relatively backward,and most of them refer to the relevant research results already made by foreign scholars to solve similar problems in domestic enterprises,such as the employees who appear in the company after the merger.There are very few studies on this kind of problem that cause turnover behavior.However,in today's current situation,companies must sound the alarm.In the face of such a phenomenon,what methods and methods should be used to understand this phenomenon,understand the real reasons why employees leave the company and the process of leaving,and find out the employees' departure There is a correlation between employee satisfaction and finding countermeasures against the current situation,which will play a key role in the future sustainable development of the company.First of all,this paper analyzes the background of domestic and international employee turnover issues and combines relevant literature reviews,and introduces several classic turnover models.Then elaborate on the types of resignation,analyze the current situation of the company's technical staff turnover after the merger and reorganization,and apply it to the practical research of Z company.Combined with the company background of company Z and the company background of the merged company,the relevant investigations are mainly conducted on the reasons for the departure of the technical staff,and the main factors affecting the separation of the technical staff are summarized.The questionnaire for the technical staff of company Z;using the questionnaire survey method and interview form,and then using Likert 5 subscale combined with SPSS data statistical analysis method to analyze the reason.It is found that there is an imperfect management system;post-merger employees have poor job matching and satisfaction;the company does not pay enough attention to corporate culture;employees are dissatisfied with salary distribution and fair satisfaction;the communication mechanism between leaders and employees is not perfect:No incentive system for core personnel has been established.Secondly,it introduces in detail how Z Company should solve the existing problems and gives related management countermeasures.First,strengthen human resources due diligence during the merger and reorganization process and formulate an effective human resources integration plan;secondly,improve its own system and ensure the effective implementation of the management system,and promptly establish a staff care mechanism during the merger and reorganization process to understand the real internal needs of employees,And correctly handle employee complaints and establish a communication and coordination mechanism.In addition,the expansion of the talent team during the merger and reorganization process is particularly urgent,and the standardization of the incentive system is perfected so that the core employees get the feedback they deserve for the company's huge performance.After the merger and acquisition,establish a corporate culture that puts employees first,rather than relying solely on slogans.Finally,employees are most concerned about issues such as compensation and benefits.Understand the employees'real thoughts and reform the compensation and benefits system appropriately according to their needs.Paying attention to employee health is also one of the important issues.Handle employees' psychological pressure caused by excessive working hours and changes in a timely manner.Finally,I make a general summary of the full text,briefly describe the research content and conclusions of the main issues related to this article and the deficiencies of this article,and pin a bright outlook on the improvement of the company's employee turnover after the merger and reorganization. |
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