Study On Loss Of Front-line Employees In Western Xinjiang Hesheng Silicon Industry Limited Company

With the gradual disappearance of the population dividend and the rising labor cost,the pressure of labor-intensive enterprises is increasing,and the frequent flow of employees has become the new normal.Staff turnover,especially the first-line staff turnover,not only leads to the instability of grass-roots organizations and the impact of production and business activities,but also brings great challenges to human resource managers.This phenomenon is particularly prominent in private enterprises.How to reduce the flow of personnel and stabilize the staff has become an important issue for private enterprises at present and in the future.In this thesis,the private enterprise Xinjiang Shihezi Western Hesheng Silicon Industry Co.,Ltd.is taken as the research object to study the loss of front-line employees.Firstly,the thesis sorts out the relevant literature,and clarified the relevant concepts and the corresponding theoretical basis.Next,it analyzes the current situation of front-line staff turnover of Xinjiang western Hesheng Silicon Industry Co.,Ltd.from the perspective of turnover trend,age distribution and post distribution,On this basis,the reasons for the loss of front-line employees are analyzed from the external environment,the enterprise and the employees themselves by means of questionnaires,and points out the adverse impact of front-line staff turnover on the company.By analyzing and combining the objective needs of the development of Hesheng silicon industry in the west,the thesis finally puts forward the corresponding solutions to avoid the loss of front-line employees.This thesis draws the following conclusions through research: first,from the perspective of loss characteristics,the current loss rate of front-line employees of Hesheng silicon industry in the west is increasing year by year,which affects the effective improvement of human resources of the enterprise.Currently,the quitting population is concentrated under 30 years old,the functional departments are concentrated in the silicon industry department,and the quitting positions are mainly general workers,mechanical maintenance workers,oxygen workers and loading drivers;Second,the reasons for the loss mainly include: the profit sharing mechanism is not sound,insufficient welfare security,unscientific assessment mechanism,poor communication effect,imperfect career development,insufficient training support,poor sense of cultural atmosphere,lack of cultural incentive,the mechanism to guarantee the stability of front-line employees is not sound,employees have strong sense of autonomy,values reflect diversity.The adverse effects include: affecting the corporate image and weakening the competitiveness of the enterprise,increasing the human resources management cost of the enterprise,destroying the cohesion of the enterprise,damaging the corporate culture,affecting the safe production of the enterprise and increasing the operating cost;In the aspect of countermeasures and suggestions,it includes formulate scientific and reasonable salary and welfare policies,revising the performance appraisal system,establishing a scientific employment system,and improving the enterprise culture.