Research On Employee Turnover And Prevention And Control Of Company A

Employees are an important resource for enterprises and the embodiment of their most direct competitiveness in the market environment.Enterprises without talents will lack the right to speak in a fierce competitive situation.The stability of employees is the necessary basic guarantee for the development of enterprises.If the turnover rate of employees is too high,it will cause huge losses to the enterprise,and it needs to be guarded and controlled to ensure the long-term and stable development of the enterprise.In recent years,the turnover rate of Company A has continued to grow.Especially in 2018,the turnover rate has reached23.43%.In the same industry,this employee turnover rate is at a high level,which has a certain impact on the normal operation of Company A.The issue of employee turnover and prevention and control has become an urgent issue for the company's management.Human resource management is an important part of business operations.The depth and breadth of research on employee turnover at home and abroad is also increasing,laying a theoretical foundation for the prevention and control of employee turnover.However,the operating conditions of each company are different,and the specific control measures for employee turnover are not the same.This research can play a positive role in employee turnover and human resource management in China,which not only enriches the corresponding theory,but also provides theoretical guidance for the prevention and control of employee turnover of Company A.The targeted prevention and control measures proposed in this paper have positive significance for the management of human resources management and staff turnover of A Furniture Co.,Ltd.,which can improve the efficiency of prevention and control of employee turnover,promote the stability of enterprises,and reduce the operating costs of enterprises.Being reduced is extremely beneficial to the continued development of the company.In order to explore the problems of human resources management in Company A,this paper combines the theory of demand hierarchy,two-factor theory and psychological contract theory on the basis of arranging domestic and foreign scholars' research on employee turnover,and researches the direction of employee turnover.The impact of performance in many aspects,such as increased operating costs,brand image,corporate competitiveness and the morale of the incumbent staff will have a negative impact,while the company's trade secrets and technical secrets may also be leaked with the loss of employees,the company will face Greater operational difficulty and risk.In recent years,the phenomenon of employee turnover has become more and more serious.In order to deeplyexplore the reasons for employee turnover,the questionnaire was designed to investigate the causes of the loss.After the results of the questionnaire were sorted out,the main reason for employee turnover was six aspects.The enterprise management is lacking,and the employees are lost due to the lack of humanistic care.Second,the performance evaluation system needs to be improved.The corresponding mechanism for employee performance appraisal is not flexible enough,and there is a certain gap with the actual needs of employees.Third,the employee labor security system is not perfect.In particular,in terms of occupational safety,social protection and labor security,employees are not fully protected,resulting in the enthusiasm of employees of the company being affected,and then gradually losing;fourth,the lack of adequate attention to the professional needs of employees,can not meet the career development of employees Demand;Fifth,the salary level of A company employees is low,compared with the same industry,there is a certain gap;sixth is the complex interpersonal relationship,lack of a good working atmosphere.Based on the above reasons,the author puts forward the prevention and control measures suitable for the loss of employees of Company A from the practical level,specifically from strengthening enterprise human management,strengthening performance management,improving employee protection mechanism,paying attention to employee career planning,optimizing salary system design,and building harmonious enterprise.The implementation of these major aspects of culture.I hope that I can provide some reference suggestions for the prevention and control of employee turnover in other enterprises.