A Study On Grassroots Employee Turnover In Manufacturing Enterprises In Eastern Guangdong

With the advantage of resources and cheap labor,the eastern Guangdong region has gathered a group of resource-intensive and labor-intensive manufacturing enterprises,mainly in textile and clothing,craft toys,ceramics,food and medicine,printing and packaging,chemical plastics and mechanical equipment and other industries.In 2019,the total industrial output value of eastern Guangdong(Shantou,Chaozhou,Jieyang and Shanwei)was 1062.28 billion yuan,of which the total industrial output value of manufacturing was 793.79 billion yuan,accounting for74.7 percent of the total industrial output value of eastern Guangdong.As a traditional pillar industry in eastern Guangdong,the manufacturing industry plays a pivotal role in promoting local economic growth,solving employment problems and increasing taxation.However,since2016,the number of employees in manufacturing enterprises in eastern Guangdong has shown a decreasing trend year by year,and the employee turnover rate in 2019 was even as high as21.22%.Manufacturing enterprises in eastern Guangdong generally face with the problem of employee turnover.As the main group of traditional manufacturing enterprise value contributions,grassroots employees have a high rate of attrition that seriously affects the orderly production of the enterprise,increases the operating cost of enterprise,and is not conducive to the health,stability and sustainable development of the enterprise.Therefore,solving the problem of the loss of staff turnover at the grass-roots level is a top priority for many manufacturing enterprises in eastern Guangdong province.After a systematic review of the dimission related to research literature,this paper finds that the reasons for employee dimission mainly included: dissatisfaction with salary level,blocked career development plan,disharmonious interpersonal relationship,weak corporate culture,heavy work burden and so on.According to the classification of the subjects of the termination of labor contracts,employee turnover can be divided into three types: active turnover,involuntary turnover and natural turnover.With the development of The Times and changes in employees’ work values/the values of employee’s work,the phenomenon of active turnover of employees in enterprises is more common in recent years.Considering the regional characteristics of manufacturing enterprises in eastern Guangdong,such as small operation scale,simple management mode and far more foreign employees than local employees,it is of the great practical significance to explore the subjective factors causing the loss of grass-roots employees and propose reasonable solutions to the loss of grass-roots employees.Grass-roots staff turnover problems based on the H company as a case study analysis,using the relevant theories such as expectation theory and dual factors theory as a research tool,using the method of questionnaire and interview,collecting and grasping the enterprise staff’s work motivation at the grassroots level,from the perspective of the meet the expectations of employees,exploring the internal relation between job satisfaction and turnover rate.For enterprises in maintaining the grass-roots staff personal effort and individual performance,individual performance and organizational reward,rewards and personal goals three groups of relations existing in the management does not reach the designated position,put forward a set of help H company responds to a grass-roots staff turnover problem solution and put into practice,prompted the three groups relationship closer,staff in the enterprise get better meet,With the formation of a community of interests between the enterprise and the employees,the job satisfaction of the employees is improved and the turnover tendency is reduced,thus effectively reducing the turnover rate of grass-roots employees.This scheme has certain reference significance for similar enterprises to solving similar problems.