Factors And Countermeasures Of Employee Separation In J Education And Training Company

With the development of economy and society,people’s material needs have been basically satisfied,and they have begun to pursue higher levels of diversified needs,and education and training is one of the ways for people to pursue higher levels of demand.Has become the most important part of the service industry.The rapid development of education and training industry has attracted a large number of private enterprises to enter the market,which has led to a surge in the demand for education and training employees.This also provides the opportunity for the frequent job-hopping of employees in the industry.As one of the core competitiveness of enterprises,employees’ turnover behavior has many effects on enterprises.Employee turnover not only affects the corporate social image,team cohesion,but also increases the operating costs of the company,which will significantly restrict the development of the enterprise.Therefore,how to optimize the human resource management system,retain talents and improve the enthusiasm and efficiency of staff work is an urgent problem in the process of sustainable development of education and training companies.Based on the empirical study on the departure of J education and training companies,this paper analyzes the influencing factors of employee turnover,and puts forward some countermeasures and suggestions to prevent employee turnover.Using domestic and foreign literature as well as Maslow’s hierarchy of needs theory,Herzberg’s dual factor theory and three major foreign mainstream turnover models,the questionnaire was made.Through the survey data of 210 J company employees’ turnover tendency,the SPSS statistical analysis method was used to empirically analyze the influencing factors and intensity of employee turnover.According to the personal interview data and the current situation of J company’s human resources,and further explore the reasons for J company’s employee turnover.The research shows that: first,J employee turnover is affected by personal,organizational and social aspects,the main factors are organizational level;second,the five aspects of career development,corporate culture,interpersonal relationship,welfare treatment,work environment are significantly related to turnover,negative correlation,and the intensity of these five aspects is reduced in turn;third,the prevention of employee turnover in J company can be started from the following aspects: providing clear career planning to enable employees to develop in a direction;establishing a people-oriented corporate culture to enhance their sense of belonging;providing targeted training to enhance their vocational skills;The design of reasonable salary system makes it have internal fairness and external competition,and the improvement of soft working environment makes employees feel comfortable and so on.These suggestions can not only help J companies to solve the problem of employee turnover,but also serve as a reference value for industry companies to avoid employee turnover.