Research On The Problems And Countermeasures Of Grass-Roots Staff Turnover In Property Management Company C

With the development of the digital era,a series of new policies in the property management industry have been introduced nationwide and in various regions.The industry is in the stage of digital innovation and development,and property management companies have been transforming and upgrading in the industry development.The importance of property management has been highlighted to ensure urbanization construction and stable community life.Property management enterprises have ushered in new development opportunities.More and more enterprises are entering the property management industry to create a new pattern of co-construction,co-management and sharing in the industry.Enterprises in the industry are exploring new business development models,optimizing and innovating traditional business forms to meet people’s individual needs for property services to the maximum extent.Meanwhile,in recent years,according to the income and turnover rate of property management employees,the income gap between project managers and other employees is large,and the income growth rate of all jobs is small.The property management industry is yet to break the deadlock in the digital innovation development stage,so companies are facing higher challenges.Thus,it seems that Property Management Company C(hereinafter referred to as Company C)suffers from grassroots staff turnover and the talent situation is severe,which becomes a challenge and an urgent problem for Company C.Studying the staff turnover problem of Company C can provide a reference role for companies with similar troubles in the industry,set a benchmark for the industry and form a good competitive culture in the industry.The purpose of this thesis is to study the causes of the grass-roots staff turnover in Company C and to propose feasible countermeasures to address the problem.The methods used in this thesis include data analysis,questionnaires and in-depth interviews.By analyzing the influencing factors,this thesis proposes corresponding solutions to reduce the turnover of grassroots employees,and to stabilize the project team of Company C.By sorting out the theories related to human resource management,such as Maslow’s hierarchy of needs theory and two-factor theory,and selecting the mainstream models at home and abroad as the basis of research,such as the job characteristics model,this thesis adopts a combination of quantitative and qualitative approaches to conduct empirical research.The author made field observations and visited to the company,combined with the relevant information provided by the company’s human resources department,and then made preconceptions about the causes of grassroots employee turnover.Through questionnaire design and distribution,the author collected and organized relevant data for quantitative analysis of grassroots employee turnover.Then,according to the suspected causes of turnover,the author conducted in-depth interviews with typical and representative grassroots employees to collect deeper information and data.Finally,the author summarized and determined several factors that affect the turnover of grassroots employees in Company C.The main turnover factors include increased external employment opportunities,lower pay performance,lack of promotion,formalized training,and personal reasons of employees.At the end,based on the above reasons,several targeted countermeasures were proposed: firstly,keep external competition vigilant;secondly,attention should be paid to communication,and make good use of digital tools and platforms to increase feedback channels for employees;thirdly,improve the compensation system,increase the competitiveness of salaries,and improve employee satisfaction with compensation packages;fourth,broaden career growth space and provide promotion opportunities;fifthly,carry out training reform;sixth,establish a psychological care group for employees and increase the leave and welfare system.