Research On The Problem Of Front-line Employees’ Turnover Of A Automobile Company’s Assembly Line

With the rapid development of China’s economy,especially in the "13th Five-Year Plan" stage,under the leadership of Party Central Committee with Comrade Xi Jinping as the core,China has successfully achieved comprehensive poverty alleviation,developed into a moderately prosperous society in an all-round way,and continuously improved the living conditions of the people.China’s economic structure is developing in an increasingly perfect direction,and the growth of manufacturing industry has ranked first in the world for many years.While China’s manufacturing industry is developing,the "demographic dividend" and low-cost labor advantages continue to disappear,and the labor costs of traditional manufacturing enterprises continue to increase.Especially in companies with labor-intensive characteristics,the demand and scale of labor are still growing,in the environment of increasingly prominent recruitment difficulties and employment difficulties,the problem of high turnover rate of front-line employees is further prominent,seriously affecting the normal production and operation of enterprises,which is a common problem faced by manufacturing enterprises today.As an automobile company located in Nanchang,Company A has a relatively high comprehensive turnover rate data for front-line employees due to the comprehensive influence of various factors,which has a significant impact on the production and operation of the enterprise.This paper takes the turnover of front-line employees of company A’s assembly as the research object,and studies the turnover of front-line employees in the new era and the new generation from the perspective of human resource management.Based on the actual case of Company A,this paper applies relevant theories and models at home and abroad to systematically study the actual management of human resources of Company A from the aspects of recruitment,selection,training and salary design,and discusses the advantages and disadvantages of the flexible employment mechanism of Company A.At the same time,the data and characteristics of company A’s personnel turnover were analyzed in depth,and the detailed interviews were conducted around the employees who left company A from 2016 to 2020,and the front-line employee satisfaction survey was carried out to sort out the specific causes of employee turnover and crack countermeasures.Through research,it is concluded that the reasons for the high turnover rate of front-line employees in Company A are: unscientific human resource outsourcing strategy,imperfect recruitment and selection mechanism,insufficient development of front-line employee training system,unreasonable salary system for front-line employees,lack of career development planning for front-line employees,and high labor intensity in assembly.Based on the analysis of the causes of front-line employee turnover in Company A,this paper recommends the following countermeasures:optimizing the human resource outsourcing strategy,improving the recruitment and selection mechanism,improving the front-line employee training system,promoting the reform of the front-line employee compensation system,establishing a career promotion channel for front-line employees,and reducing labor intensity.It is expected that the analysis completed in this paper can optimize the employee turnover situation of Company A,help to reduce the human resources and operational investment of Company A,greatly improve the stability of personnel,and provide a certain degree of reference for similar companies to reduce employee turnover.