| Crew is an important pillar to realize the goal of "21st Century Maritime Silk Road" and the first resource to realize the dream of "Ocean Power".China’s existing international ocean-going crew of 639,000 people,although from the number of people is a "small group",but is the decision of China’s shipping industry in the international market competition can be in the invincible foundation and guarantee,but also China’s marine strategy to promote the "big business" of The key force.However,with the development of social economy,the income gap between ship and shore is narrowing and even the phenomenon of "ship" is lower than "shore" is inverted,which does not match the hard work of crew members in special positions,and the social status of crew members in the past has formed a gap,and the psychological sense of belonging and satisfaction of crew members is diminishing.The attractiveness of the crew industry decreases significantly and the overall crew turnover rate also rises gradually.YH Group also faces the above-mentioned problems,especially the turnover rate of operation-level crew has reached a peak in the past two years,which has affected the stable development of the group’s crew.This paper analyzes the theories and literature at home and abroad to determine the causes of crew turnover in YH Group,and through in-depth interviews and questionnaire surveys,we analyze the turnover of operational grade crew in YH Group in depth,and finally summarize and conclude that the main causes of turnover include: imperfect salary system and promotion and training mechanism,inadequate resource development and reserve,lack of The main reasons for attrition include: inadequate compensation system and promotion and training mechanism,insufficient resource development and reserve,lack of effective communication and humanistic care for crew members,heavy workload and family and social factors.In view of the above reasons,this paper starts to study from three levels: enterprise organization,company leaders and individual crew members,optimizes and improves the existing measures,forms new response strategies,and finally specifies the following eight aspects: optimizing crew compensation and welfare system,improving promotion and training mechanism,strengthening resource development and reserve for crew members,establishing effective communication and feedback channels with crew members,strengthening professional attention and humanistic care for crew members,optimizing ship hardware and software level,and improving crew members’ career.Optimize the software and hardware level of the ship,improve the physical and mental health and family protection of the crew,and improve the professional status of the crew,etc.The excessive loss of crew members will not only affect the construction of crew talent team,increase the corresponding management cost of the company,bring hidden danger to the safety operation of the ship,but also affect the reputation and status of the company in a more serious way.Through this paper,we hope to solve the wastage problem of operation grade crew of YH Group as soon as possible,stabilize the construction of crew team and promote the long-term development of the company,and also provide reference and help for other enterprises in the shipping industry to solve similar problems. |
