Research On Employee Turnover In The Context Of A Company's Institutional Reform

A is an environmental protection company,founded in 1997,mainly engaged in industrial waste water and domestic waste treatment,after decades of development,the company takes shape.With the change of the economic situation in China and abroad,in order to gain the initiative in the competition,the company started to change,the main measures are(1)to adjust the organizational structure,to stimulate the company activity;(2)the implementation of staff and job matching;(3)the establishment of individual and perfect the performance appraisal system,the implementation of reform initiatives,the company’s turnover the rate increased from 13%to 14%,the total turnover rate changed little,but the staff turnover rate is large,such as financial department and human resources department turnover rate increased by 10%,production technology department turnover rate decreased by 7%,due to industry characteristics,leaving experienced professionals,respond to changes in the economic situation.It is very precious.In this paper,through the investigation,find out the reasons for the resignation of the company’s employees at the grassroots level and the middle level.The reasons for these two groups are different.The main reason of grass-roots employee turnover are:first,to enhance knowledge and skills have a demand,companies neglected in this regard;second,the company engaged in environmental protection industry,people urgently want to improve the quality of the working environment;third,its employees belong to more focused on short-term gains,the performance of the implementation of the system is not in place.The main reason of high employee turnover is:first,no timely and effective communication,feel slighted;second,the lack of company system reform has confidence,uncertainty in this reform success;third,change makes its original interests damaged,but no corresponding security measures.To clarify the reasons for the resignation of employees of A company,this paper establishes the strategy of the enterprise’s departure from the enterprise and individual level.From the point of view of the enterprise level,the following measures:first,the company establish a culture of change,this culture will be delivered to each employee;second,professional occupation career guidance;third,establish the turnover prevention mechanism;fourth,the implementation of the performance management system;system fifth,additional benefits.From the personal perspective,for the grass-roots staff turnover measures to provide professional knowledge and skills training,basic knowledge training;for high policy change:pay more attention to the information communication,pay attention to the senior staff feel,then let employees participate in reform,emphasis on organizational commitment.In the process of writing this article,investigation why the employee turnover,the position is standard,to subdivide the turnover reason,which is part of the group because of institutional change and turnover group,is caused by the turnover of change what factors,to develop targeted measures.At the same time,it also found out that the employees who quit because of the non changing factors,make the appropriate measures,so this paper has practical significance for the enterprises to change and how to retain the talents.