Research Of Reason And Measurement Of Turnover Of Front-Line Production Employee Of Corporation G

In today's society,human resource has become the most valuable wealth of enterprises,the core competition between the enterprises is the competition of talents,since varieties of management process need staff to support and participate,such as planning strategy,develop process,or management improvement etc.Along with our country economic development,the manufacturing industry is one of the industry with higher demand for frontline employees.Diversities of the process need front-line employee to operate involving daily production?inventory management?equipment maintenance etc.Frontline staff play a key role for the daily operation of manufacturing industry.Moderate employee mobility contributes to fresh blood for the enterprise,which is beneficial to long-term development of enterprise.However,if a gleam of staff turnover rate is too high,may cause the rise of the cost of recruitment and training,and influence the team morale.Frequent replacement of front-line staff will affect the quality of the products,thus reducing the frontline staff turnover rate and ensuring it in a reasonable scope is important for long-term stable development of manufacturing enterprise.Firstly,this dissertation elaborates the domestic and foreign research literature theories,defines the concept and characteristics of front-line employees and turnover rate,and analyzes the main factors influencing front-line employees' turnover.Second,give a brief introduction of company,including the number of front-line employees,composition range,proportion of gender and age,marriage status,family situation,etc.which provides the basic data for the establishment of the satisfaction questionnaire.Through the analysis of the satisfaction survey data,it is concluded that the main factors influencing the demission of front-line employees in the factory are the dissatisfaction of salary and welfare;Staff relations are not harmonious;the personal career development plan of front-line employees is not clear,and the employees are confused about the future career promotion.Based on these factors,the reason model for the front-line employee demission of company was developed,and the improvement measures were proposed according to the actual situation of the company.Establish a good corporate culture of "people-oriented",give management training regularly,and build a bridge between front-line employees and management.Establish a reasonable vocational training system for front-line employees,and a perfect career promotion pathway for front-line employees,as well as a model suitable for company to reduce the turnover rate of front-line employees.Compared with the employee turnover problem of previous research dissertation,this dissertation mainly aimed at the production line problem through study of employee turnover,in combination with the practical situation of company,the company has been established a line of employee satisfaction questionnaire,in view of the problems arising from the questionnaire,combining with the company's overall development goals,to develop a practical and feasible countermeasures to reduce the frontline staff turnover rate,and to perfect the frontline staff personal salary and career development planning has a positive influence.The purpose of this study is to reduce the cost of recruitment and retraining,and improve the operation performance of the company,so as to serve as a reference for the management of grassroots employee demission in other similar enterprises.