Research On The Factors Affecting Talent Turnover In Shandong Gold HN Branc

Talent is the key to enterprise’s development.Any enterprise in the process of development and growth will face the problem of talent turnover.With the opening and deepening of market economy in our country,the problem of talent turnover in enterprises is becoming more and more prominent,which restricts the sustainable development of enterprises.In recent years,domestic scholars have increasingly studied the issue of turnover,mostly focusing on the overall turnover of employees and the turnover of certain specific industries,while the research on the turnover of mining industry,especially the talent group in this industry,is relatively insufficient.This article takes the HN Company,belonging to the Shandong Gold Group as the research object,which has very important theoretical and practical significance.After extensive literature reading and comparative analysis of the existing mature models,based on the Price-Mueller(2000)model,this paper extended the Price-Mueller(2000)model by combining the cultural background and the actual situation of HN Company.The change cost,career matching degree and corporate culture variables were added to form a new turnover impact model.Data were collected by exit interview and questionnaire,descriptive statistics and reliability and validity analysis were conducted,and principal component analysis,difference analysis and correlation analysis were used,to Quantitative analysis the results of the investigation.The results show that the factors of HN Company’s talent turnover include: on one hand,marriage,the educational background,working years,job nature and whether to return home in population variables have some influences on HN Company’s talent turnover;on the other hand,fairness and development,exit tendency,organizational factors,role pressure,turnover cost and corporate culture are the main factors which influence HN Company’s talent turnover;last but not the least,job satisfaction and organizational commitment are negatively correlated with turnover intention,while job search behavior is positively correlated with turnover intention.This would eventually lead to the result of resignation.On this basis,this paper clarifies two directions of HN Company’s key prevention of talent turnover,and puts forward six measures to reduce talent turnover including: building the fair environment,and constructing the development ladder;focusing on talent-oriented,and reducing turnover intention;improving job satisfaction,and strengthening organizational commitment;enhancing job participation,and paying attention to job design;improving management measures,and setting the threshold of leaving;strengthening corporate culture,and enhancing the sense of belonging to the enterprise.According to these,we can reduce the HN Company’s talent turnover,and provide some advice and reference to the enterprises who face the similar problems.