Analysis And Countermeasures Of Employee Turnover Intention In A Company

The mineral industry is a fundamental and important industry in China’s economy.Mineral resources are an indispensable material basis for human survival,economic construction and social development.In recent years,with the tightening of environmental protection policies,the mining industry is facing huge pressure.As the upstream industry of mining,geological exploration has also been greatly affected.Company A is a well-known enterprise in the geological exploration industry.However,affected by the downward cycle of the mining industry in recent years,the company’s performance has declined year by year,which,combined with other internal factors of the company,has led to large-scale turnover.In the past three years,the turnover rate of Company A has exceeded 20%.The large-scale turnover of employees has brought about four major problems: increasing the cost of human resources of Company A,causing adverse effects on the reputation of Company A,reducing the overall quality of the staff,and affecting the business promotion of Company A.This has seriously constrained the development of Company A,and has become a pain point problem that needs to be solved urgently.This paper is based on the Price Muller(2000)model.First,we use the interview method to conduct an interview with employees who have left their jobs,and find out the reasons for employees’ leaving;According to the interview results,a questionnaire was designed with Likert’s five points method to investigate the turnover intention of employees in company A.SPSS software is used to analyze the reliability and validity of the survey data to study the validity and reliability of the data;Regression analysis was used to study the factors that affect the turnover intention of employees in Company A,mainly including the lack of family responsibilities,fairness of results,and the absence of specific policies for specific groups.Single factor ANOVA analysis shows that employee turnover intention is related to gender,position and rank.Based on the above analysis,this paper puts forward the following suggestions: First,strengthen employee care,strengthen family responsibilities,adjust the object of welfare payment,and improve the leave attendance system;Secondly,improve the salary level and the fairness of the distribution.Improve the salary level by increasing the total salary and setting incentives for increasing reserves in exploration,while paying attention to the confidentiality and rationality of the salary distribution;Third,carry out targeted work,adjust the development strategy of Company A,adopt targeted care policies for employees of different genders,positions and ranks,and plan the career development path of employees of Company A.