| Traditional production-oriented companies are facing a serious shortage of talents,and the internal control of the serious shortage of talents is gradually becoming an urgent issue.Anhui Lepu Eco-environmental Energy-saving Building Materials Co.,Ltd.is a research,production,processing and manufacturing company of new building materials that focuses on development and manufacturing.However,due to the rapid growth in recent years,Lepu is also suffering from a serious shortage of talents.Due to the continuous increase in the turnover of talents and the continuous vacancy of grass-roots personnel in the enterprise,especially the production and management personnel at the grass-roots level,which leads to a serious shortage of talents,which makes the quantity and quality of the enterprise’s products unable to be guaranteed,thus seriously interfering with the continuous and smooth growth of the enterprise.In the context of the Fourteenth Five-Year Plan for the development of "Sponge City",retaining employees has become a key factor in the growth and development of the company,and how to avoid brain drain has become a problem that the company needs to solve.Based on the Price-Mueller(2000)model,Maslow’s hierarchy of needs theory,and the two-factor theory,this article uses two field research methods,questionnaire survey and telephone interview,to study the long-standing grass-roots employee turnover problem in companies.Firstly,study and digest the theoretical literature on employee turnover at home and abroad,integrate and analyze the company’s grassroots employee turnover data over the past three years,sort out the current situation and characteristics of employee turnover,and summarize the huge losses caused by employee turnover to the company.Secondly,through the design and implementation methods of telephone interviews with employees who have lost their jobs and a questionnaire survey of employees who have lost their jobs,this paper summarizes and analyzes the main factors that affect employee turnover in enterprises and companies,including external environment,internal and individual factors.Based on the summary of the influencing factors,specific employee turnover prevention strategies have been formulated to improve the organizational structure of the human resources functional departments of enterprises,promote the improvement of labor productivity,improve employee compensation levels,improve the welfare system,and smooth the promotion opportunities for grassroots employees.Finally,it is proposed that Lepu Company should upgrade its human resources to the strategic position of the enterprise,and actively do a good job in talent protection for employee turnover prevention from four aspects: strategic guarantee,institutional guarantee,financial guarantee,and corporate culture construction guarantee,so as to promote the continuous improvement of the company’s system and mechanism.Through the research on employee turnover in this paper,we can reasonably and effectively improve the stability of the organization team,and also provide some reference for enterprises in the same industry facing similar employee turnover problems. |
