| With the rapid progress of manufacturing power,At the same time,the important position of the professional and skilled talents in the construction of the talented country team is increasingly prominent.In order to respond to the call of the development of national vocational education as well as to cultivate talents to meet the needs of the market,various types of vocational skills training companies has continued to emerge.XH company was founded in 1988,mainly engaged in Internet skills training,with more than 13,000 teaching staff.This article takes Shanxi Branch asthe research object.At present,the phenomenon of brain drain is more and more serious,which needs to be paid attention to.The development of XH has a strong demand for core teaching staff,and a series of measures to attract talents have indeed played a good effect.However,as the company expands faster and faster,the loss of talents has intensified,with an average annual turnover of more than 60,which will undoubtedly have a strong negative impact on the social evaluation of XH company.In addition,similar rival companies will receive the transfer of our company’s teaching staff,resulting in a series of problems such as student loss,the disclosure of business secrets,and the training costs,which are all incalculable.Taking XH Company as the research object,this paper analyzes the causes of the large number of teaching staff turnover in XH company through research methods such as questionnaire survey and interview,so as to warn more vocational skills training companies to prevent it in advance.In view of the existing problem of teaching staff turnover in XH Company,this paper,with the assistance of domestic and foreign research data on teaching staff turnover,adopts two-factor theory,Maslow’s demand theory,Mowbray’s intermediary chain model and other theories to study the real situation of teaching staff turnover by questionnaire survey and interview.It is found that the main reasons for the turnover of teaching staff in XH Company include work-life imbalance,unreasonable salary system,undiversified career promotion,and inhuman corporate culture.In this paper,it is proposed to improve teaching staff satisfaction and reduce turnover rate by balancing work and life time,establishing diversified promotion channels,developing differentiated salary system and building people-oriented corporate culture,so as to effectively alleviate the problem of teaching staff turnover in XH.In addition,XH company can also provide reference for the turnover of teaching staff in the skills training industry,so as to reduce the turnover rate of teaching staff and achieve healthy development of enterprises. |
