Research On The Problems Of Front-Line Staff Turnover In Company D

The improvement of a company’s core competitiveness is directly influenced by many factors,the most crucial of which is human resources.Human resources are undoubtedly the most important resource for enterprises,the foundation and prerequisite for promoting long-term development,and also a necessary condition for enterprises to stand out in the increasingly fierce market competition.The phenomenon of personnel turnover is quite common in the operation and management of enterprises,especially the loss of frontline personnel,which often has a certain impact on the normal operation and development of enterprises.From the perspective of the enterprise,measures should be taken to effectively control the issue of talent loss,reduce the probability of personnel loss,or supplement new talents while personnel loss occurs.Only in this way can the enterprise maintain good development momentum and vitality in the long term,and provide talent support and guarantee for the long-term sustainable development of the enterprise.If the loss of frontline personnel is not given attention and attention by enterprise managers and human resources departments,it will inevitably hinder the normal operation and development of the enterprise,leading to continuous increase in operating costs and even huge economic losses.The paper selects Company D as the research object.Through research and investigation,it is found that the turnover rate of frontline employees in the company can basically exceed 28% every year,and shows a continuous upward trend.The large-scale personnel turnover has had a serious impact on the daily operation and development of the company,and has also made the company face many tests and challenges.Personnel turnover will have a profound impact on the engineering safety,product production,market competition,and internal cohesion of enterprises.If not effectively addressed in the short term,it will inevitably inhibit the long-term and stable development of the enterprise,and even trigger a series of other problems.Select Company D as the research object,analyze the key factors affecting frontline employee turnover from different dimensions,understand the specific reasons,and propose targeted solutions and response measures based on the current development status of Company D,laying the foundation for the normal operation and development of the company.The paper briefly outlines the definitions of related concepts such as frontline employee turnover,and introduces the theoretical basis of the research topic;Introduced the current human resource management overview of Company D,and selected the frontline employee turnover statistical data of Company D in recent years as the data sample for discussion and analysis;Based on research methods such as questionnaire survey and on-site interviews,conduct research and investigation on the research subjects,collect relevant data and information,and provide important theoretical basis for analyzing the reasons for frontline employee turnover.The research conclusion indicates that there are many problems in the current operation and management of Company D,mainly including: the lack of rationality in salary and welfare design;A comprehensive talent training system has not yet been established;The promotion space of frontline employees is constrained;Lack of efforts in corporate culture construction;Incomplete workflow design,etc.These issues will increase the probability of frontline employee turnover and are also a key reason for employee turnover.Based on the early warning model of talent loss and the construction of improvement models,propose plans and measures to prevent talent loss,including:forming a comprehensive employee loss early warning mechanism;Improve employee compensation and welfare levels;Improve the existing talent training mechanism;Improve workflow design;Propose a scientific and reasonable talent promotion mechanism;Highlight the importance of corporate culture construction;Maintain a good balance between work and family,and so on.Based on the above measures and plans,establish a sound and comprehensive mechanism for preventing and controlling frontline employee turnover,and achieve effective supervision and control of frontline employee turnover;Based on institutional construction,organizational optimization,and financial security,we provide strong support and guarantee for the prevention and control of frontline employee turnover,maximizing the avoidance of employee turnover issues,and maintaining the normal operation and stable development of the enterprise.This article selects Company D as the research object to conduct research and discussion on the issue of frontline employee turnover from different dimensions and levels,with a focus on two aspects.On the one hand,research is conducted to help the management of Company D understand the impact of personnel turnover on their own operations and development,and to propose effective measures and plans to prevent and control the issue of frontline employee turnover;On the other hand,it provides rich theoretical reference for the prevention and control of frontline employee turnover in other similar enterprises,which has important research value and practical significance.