A Case Study On High Speed Train Driver Turnover Of China Railway S Bureau D Depot

With the promotion and deepening of the reform of state-owned enterprises,more and more state-owned enterprises join the tide of marketization and fully participate in the competition.This kind of competition is not only realized in the aspect of enterprise income,but also prominently reflected in the category of human resource management.To some extent,retaining the core human resources is one of the guarantees for enterprises to gain priority in market competition.As a large central enterprise in the field of domestic transportation,China Railway Corporation has always had relatively fixed personnel and maintained a low turnover rate and low transfer rate for a long time.However,with the intensification of market competition and the complex and changeable external environment of the enterprise,the old way of manpower management and enterprise employment system have restricted the development of the enterprise to a certain extent,leading to the flow of personnel beyond the reasonable scope in some enterprises.It has caused certain losses to the enterprises,which in turn weakens the core competitiveness.Therefore,to make a certain degree of research on the problem of staff turnover and turnover in state-owned enterprises has a more significant guiding significance and practical role in promoting the level of human resource management and the reform and development of state-owned enterprises.Section D of S Bureau of China Railway is a railway unit with a history of more than100 years,which belongs to S Bureau of China Railway Corporation and is located on Shanghai Road,Xigang District,Dalian City.It is a unit responsible for the operation and management of passenger and freight locomotives in Liaodong area.With the completion of the enterprise transformation of the S Bureau and the overall requirements of the "public transfer railway" in the general environment,the transportation task of the D section is becoming more and more onerous,and at the same time,the problem of abnormal turnover and turnover of front-line staff broke out,which affected the overall personnel structure and safety situation of the D section.This paper is based on the market-oriented reform and the basic situation of section D as the research background,taking the current problems of staff turnover and turnover in section D as the research object,from the point of view of the special occupation of train drivers,explore the ways to stabilize the team of train drivers in Section D of S Bureau,and use scientific human resource management theories and methods to analyze the problems,so as to find scientific suggestions and countermeasures.By using the research method of case study,combined with the current actual human resource management situation of D section of S Bureau,this paper works out a set of scientific and practical improvement measures and programs to solve employee turnover and turnover,which fundamentally change the current passive human resource management state of D section of S Bureau.At the same time,these studies can also provide reference and reference for other railway stations and state-owned enterprises to solve similar problems.