Study On The Factors And The Countermeasures In Front-line Employee Turnover Of F Manufacturing Enterprise

The manufacturing industry has always been an important pillar of China’s socioeconomic development,and in the process of China’s economic development,it can be said that the manufacturing industry has played a pivotal role throughout.But with the transformation and upgrading of China’s real economy,the number of labor force continues to decrease,and the labor cost of traditional manufacturing industry continues to increase.At the same time,people’s employment concepts and willingness are undergoing significant changes,and a large number of front-line staff in manufacturing enterprises are flowing to other industries.Manufacturing enterprises with labor-intensive characteristics are facing increasing labor scale and demand.On the one hand,they are facing difficulties in recruitment and employment,and on the other hand,they are facing high turnover rates among front-line staff.In recent years,front-line staff of F Manufacturing Company have frequently resigned,resulting in a shortage of personnel and inability to complete orders on time,seriously affecting the stable development of the company.This article takes front-line staff of F Company as the research object,analyzes the reasons that led to their resignation,and develops targeted solutions based on the actual situation.Firstly,based on a comprehensive analysis of the current research status and relevant theories at home and abroad.Then,through on-site research and face-to-face interviews,we gained a deeper understanding of the current situation of resignation among front-line staff of F Company.Based on this,we conducted a deep analysis of the current situation of resignation among front-line staff from three aspects: salary and benefits,career planning,and corporate culture,delved into the existing problems and root causes,and proposed targeted solutions.Through research,it has been found that F Company faces urgent issues such as unreasonable salary and benefits design,and unsatisfactory corporate culture construction that require improvement.In response to the above issues,this article proposes to optimize the design of salary and benefits through measures such as developing personalized salary systems,improving front-line employee benefits,and improving incentive systems.By enhancing employee training and creating room for employee promotion,we can broaden staff’ career development channels,and strengthen the cultural construction of the enterprise from three aspects: material,institutional,and spiritual.The research in this article can improve the situation of frequent turnover of front-line staff in F Company,reduce operational investment in human resources,reduce turnover replacement costs caused by personnel turnover,and ultimately achieve the effect of increasing business profits.