Research On The Front-line Staff Turnover In Manufacturing Enterprises And Control Strategies

Manufacturing industry is an important part of Chinese national economy,which has an important impact on the national economy.With the continuous deepening of Chinese reform and opening up,the market economy has further strengthened,Chinese manufacturing industry has gradually started to go overseas and the world market,but Chinese manufacturing enterprises have not completely moved to intensive development,and their profits are relatively low.There are a series of problems and need more effort.In addition,Chinese manufacturing enterprises also have common problems in management,such as weak corporate culture and lack of scientific management system.With the liberalization and commercialization of the labor market,the role of the market in regulating labor mobility has become more and more important.The loss of staff has become a common problem for enterprises,especially the loss of front-line staff,it must threaten the long-term stable development for the enterprises.The research on the major social issue of front-line staff turnover has practical value and is also in line with the current national policy of "stabilizing employment".Staff turnover is a major talent management problem in various regions and fields today.In the fierce market competition,the turnover rate of staff has increased year by year in each industry.Therefore,how to retain people has become a key point of competition for manufacturing enterprises,and it is becoming more and more critical to have a scientific staff stability system.Since the 21 st century,talents are no longer tied by the system,especially in the younger generation who born after 1990 and 2000,they liked the liberalized labor market.The traditional business model is no longer adapted to the needs of society.The attraction of traditional manufacturing industry is gradually weakened for the young generation.To solve and prevent brain drain has become an urgent problem to be solved in manufacturing enterprises.In 2019,a survey was conducted on the C&B trend and talent mobility in the Q4 of 2019 via 51 job human resources research center.The survey showed that the overall turnover rate of staff in 2019 was 18.9%,decreased 9.6%.However,the turnover rate in the manufacturing industry has continued to rise.Excessive staff mobility will have varying degrees of impact on individuals,businesses and society.This will not only increase the cost of individual employment opportunities,affect personal life and career development,but also lead to increased corporate operating costs and damage the image.Therefore,it is very necessary for enterprises and society to control the staff turnover rate within a reasonable range,especially in the context of "stable employment",and it is imminent to manage and control the problem of staff turnover.The XX enterprise is a sanitary manufacturing enterprise in Jiangxi.In recent years,the large number of front-line staff at the XX enterprise has directly lost their long-term stable development.Therefore,effectively controlling the turnover rate of front-line staff is one of the problems that XX enterprise need to solve at present.It is necessary to find an effective human resource management plan as soon as possible to reduce the turnover rate of its front-line staff.This article combines staff turnover theory,motivation theory,and loyalty theory,selects XX enterprise in Jiangxi Province as an example,uses questionnaires and interviews to analyze the current situation of XX enterprise,understands the frontline staff turnover of manufacturing enterprises in the new economic situation,influencing factors,and put forward optimize the C&B and promotion mechanism,improve the mechanism of career development and strengthen HR management guarantee mechanism.With a view to human resource management,it is expected to promote the establishment of harmonious working relationships,improve the level of Human Resource management in the manufacturing industry,and reduce the turnover rate of front-line staff.This research has certain practical value for the front-line staff mobility in manufacturing industry and human resources management field.It mainly discusses the problem of front-line staff mobility in the manufacturing industry.At first,focus on the problem of front-line staff mobility in the manufacturing industry in the context of the current new economy and "stable employment" as a direction for how to optimize human resource management practices.The second is to take XX enterprise as the object of investigation,analyze the reasons for the loss of front-line staff in the manufacturing industry,and conduct problem attribution.Finally,propose the corresponding human resource management control strategy.This article provides corresponding reference for expanding and enriching the research on front-line staff mobility in manufacturing enterprises.