Research On The Turnover Of Front-line Operators In Y Company

Photovoltaic manufacturing industry is a green industry of new energy,without pollution and damage in the production process.Compared with the past wind power,nuclear power,etc.,it is more environmentally friendly and more sustainable.Y Company is one of the top three photovoltaic chip manufacturers in China under group A.Lianyungang has been established for ten years,with relatively perfect management system and perfect personnel management system.However,at present,the most perplexing thing for enterprises is the high turnover rate of front-line operators.In the past three years,the turnover rate of front-line operators in Y Company has been increasing year by year.From 2016 to 2108,there were2000 people who left,including 1500 front-line operators.The annual average turnover rate of front-line operators reached 40%.Such a high turnover rate has brought enormous pressure and difficulties to the recruitment of Human Resources Department of the company.The manufacturing volume of enterprise products is limited,and the stability of product quality is poor.Y Company has already felt the pain,so reducing the high turnover rate of front-line operators,improving the stability of front-line operators and improving the job satisfaction of front-line operators are urgent issues.In this paper,Y Company as the background through the company’s three years of first-line operator turnover data,first-line operator job satisfaction survey,as well as the first-line operator,first-line operator grass-roots managers,senior managers interview survey.Through the systematic analysis of survey data and theory,this paper summarizes the main reasons for the resignation of front-line operators,explores the laws,reflects the characteristics of human resource management in combination with the actual situation of the company,and puts forward feasible measures to reduce the turnover rate of front-line operators in Y Company.There are six parts in this paper.The first part is the introduction,which mainly introduces the background and research significance of this paper,the related overview,research ideas and methods of employee turnover;the second part is the theoretical basis of this paper,which mainly introduces the related concepts,turnover theory and turnover model involved in this paper;the third part is the introduction of the current situation of Y company,which mainly introduces the basic situation of existing personnel;the fourth part is the departure Job survey,mainly through the past three years of turnover data statistics,first-line operator job satisfaction survey and interview survey,summed up the main reasons for first-line operator turnover in Y company;the fifth part is to analyze the reasons for turnover,combined with the actual situation of Y company,put forward targeted improvement measures;the sixth part is the summary of this paper.