Research On The Reason And Countermeasure Of Employee Turnover In ZL Software Company

At the moment of rapid economic development and advanced information technology,the phenomenon of rapid development of enterprises by cracking has been common.How to grow rapidly has been the main melody in the hearts of most enterprises at present.In the process of rapid development,in addition to a large amount of capital investment,stable and excellent team is the top priority for success.A team that has gone through many tests is an important capital for an enterprise to win in the future,and the generation of such a team needs a lot of time to settle down and run in with countless challenges.No matter which member is lost,it will be a major blow to the enterprise.However,in today's rapidly developed information technology,the amount of information received by people has changed exponentially compared with the past,so that the differences between most enterprises have gradually become transparent,which inevitably leads to the concentration of talents toward the top of the pyramid,resulting in the brain drain of other enterprises.In the context of the current rapid economic development,in many cases,if a development opportunity is missed,it is often difficult to have a chance to break through the trend in the future.Therefore,time is precious for the development of enterprises,but the loss of talents often indicates that enterprises will spend a certain amount of time to train for the second time.How to avoid the loss of talents in such an environment is a common problem that many enterprises are trying to solve.ZL software company personnel satisfaction survey is presented in this paper,the core staff and important part of the personnel who left the dialogue on the basis of data obtained from the interviews,the company to build the outline of the current personnel loss problem,and aims at the problems in enterprise's profit ability,operating ability and growth ability paper summarizes three levels.Finally,through the guidance of the theoretical results of personnel turnover at home and abroad,combined with the two-factor theory and psychological contract theory,to strengthen the internal communication of the organization,to alleviate communication problems;Enabling employees to work and increasing their sense of belonging;Combine internal and external decompression channels to relieve the working pressure of employees;Perfection of performance system,promotion system and salary system;Cultivating enterprise culture,perfecting the construction of enterprise culture system,this paper puts forward a series of corresponding countermeasures for enterprises.We are committed to facing up to the reasons for the loss of employees,starting from the current existing capabilities of the enterprise,to avoid the loss of employees to the greatest extent,help the development of the enterprise,and lay a good foundation for the take-off in the future.At the same time for the same type of companies also has a certain reference.