| Ningbo,as an important logistics hub,has thousands of Chaoyang logistics companies.Because of the large number of logistics companies and the large choice of personnel,the industrial upgrading at the same time strengthens each company's thirst for people,so the phenomenon of personnel loss occurs frequently.The author consults the relevant research literature at home and abroad,and chooses Mobley Mediation Chain Extension Model as the next research model.Through visits to understand the Y logistics company situation,questionnaire survey and in-depth interviews to study.Based on the quantitative analysis of the model and the results of interviews,this paper summarizes eight causes of staff turnover in the company: one is the lack of "humanistic care".Second,the competitiveness is insufficient and the staff lacks confidence.Third,the salary performance appraisal system is backward.Fourth,overtime is common.Fifth,we do not attach importance to personnel training.Sixth,there is limited promotion space and lack of career planning.Seventh,the lack of corporate cultural cohesion.Eighth,there is no early warning system for staff turnover.Then,according to these causes,four feasible solutions are put forward from the perspective of four variables: first,to enhance the recognition of family relatives.The second is to improve the competitiveness of the company.Third,improve the salary system.Fourth,it is to relieve the work pressure for the staff.Fifth,we should strengthen quality training and constantly improve the training system.Sixth,broaden the channels for promotion and formulate career plans for personnel.Seventh,to shape a good corporate culture.Eighth,we should set up an early warning system for staff turnover and form a personnel supplementary mechanism.It is hoped that the problem of staff turnover in Y Logistics Company can be solved fundamentally,so as to provide reference countermeasures for personnel management in Ningbo Logistics Industry. |
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