Research On The Problem Of The Turnover Of The Grass-roots Staff In The Suburban Manufacturing Enterprise

Manufacturing industry is the main body and an important part of our national economy,and township industry,known as "grassroots industry",is all over the vast rural areas of our country.They are adjacent to villages and have limited resources.Due to their historical reasons,the management of township enterprises lacks a complete scientific system.Generally speaking,township enterprises pay more attention to short-term economic benefits,but ignore scientific management and corporate culture construction,which makes township enterprises gradually lose their attraction to the younger generation of talents,and at the same time,it has become a disaster area of brain drain.Therefore,how to attract grass-roots employees,retain grass-roots employees and reduce the turnover rate of grass-roots employees has always been a research topic for the long-term development of township enterprises.This study first describes the research background,research purpose and significance,research content.Then,based on the current research situation at home and abroad,this paper summarizes the relevant theory of employee turnover and "retention" mechanism.Then combined with the statistical results of the questionnaire survey and the data analysis provided by the human resources department of SY Company,under the relevant theoretical framework,this paper analyzes the main factors affecting the employee turnover of SY Company,so as to analyze the reasons behind the phenomenon of employee turnover of SY Company,and finally puts forward the establishment of the prevention and control mechanism of employee turnover of SY Company.This study puts forward the mechanism to control the staff turnover of the township manufacturing enterprises,which not only further enriches the theory of human resource management,but also puts forward reasonable suggestions for SY Company to further deepen the reform of internal human resource management system.It includes improving the salary system of manufacturing enterprises;Pay attention to staff’s career development planning;Fully mobilize the enthusiasm of employees.This has a guiding role and far-reaching practical significance for township manufacturing enterprises to retain core employees,reduce the loss of grass-roots employees,attract more excellent grass-roots employees,realize their own sustained,rapid and harmonious development,and improve their core competitiveness.