Research On Employee Turnover Rate Management In V Company

Since the beginning of 2020,the novel Coronavirus outbreak has complicated international economic situations due to objective factors.The paper industry is under huge pressure due to a shortage of energy supply,excessive pressure for environmental protection and the impact of power restriction policies.Under the circumstances of unabated demand for household paper,a few leading companies have increased investment in projects to expand production capacity in order to more rapidly occupy more markets shares.However,since papermaking process is complex and is in an environment full of noise and dust,fewer and fewer students are willing to enroll in the pulp and paper major,leading to an overall loss of talents in the industry.In this paper,we study the situation of V enterprises,a leader in the papermaking industry with relatively well-established talent cultivation system.Faced by the papermaking industry environment where introducing and retaining talents are challenging and the core of cultivating talents are constantly poached by other enterprises,a lot of burden is placed on the daily operation of V enterprise,with active employees leaving more and more.Moreover,the situation has also seriously affected the working enthusiasm of current employees and greatly increased the management cost of the company.Thus,it is of great significance to study the employee dismission rate and figure out a strategy to reduce the dismission rate to retain manpower for the overall operation of V enterprises and paper industry at present and in the future.This article is divided into five sections.Using basic knowledge and analysis method acquired during the MBA study,combined with relevant work experience in human resource management,strategic management,business management and others,we first studied the employee departure status quo of the paper industry,V enterprise group and V company.We then analyzed the genuine reasons behind employee departure in terms of enterprise external environment,internal management and employee’s own reasons.Finally,the talent retention strategy is formulated from the following three aspects:external environment countermeasure research,employee’s own factors countermeasure research,internal management countermeasures such as enterprise management reform research,enterprise culture and system improvement,targeted training implementation,effective combination of KPI and OKR,and comprehensive compensation management to accurately reduce employee dismission rate and minimize the operating cost of the company.The ultimate goal is to improve the core market competencies of the enterprises.