The Study Of Employee Turnover Management In The Chinese Enterprise

Since the end of the 20th century, employee turnover has become the question that global academia and business circles have to pay close attention to day by day. On one hand because the new economy being dashed to the ground and the economic gliding in America ,Europe and Japan; on the other hand, the development of global economy makes the professionals leave their company frequently. The turnover of enterprise employees, especially the key employees'has become the problem that a administrator has to pay close attention to gradually. In order to solve the high rate of employee turnover, domestic and international business and academia circles research of management that have launched employee turnover to enterprise staff, in existing employee turnover research documents, a large number of researches concentrate on staff individual micro aspect, reasons and consequences produced that what the researchers generally paid close attention to is employee turnover. Relevant dominating researches include basically working satisfaction,organization promising degree,dimission intent, such attitude variables as the intention and individual character, such as positive or passive emotion etc. The utility of research on employee turnover is not strong both here and abroad. The purpose of this text is to find the feasible guidelines to set up staff-keeping tactics. In retrospect, the research course of management can be divided into following several stages both at home and abroad: First, the simple management idea stage of personnel; Second, functional management stage; Third, people foremost stage; Fourth, manpower capital stage. Every stage reflects not only the more importance of employees in enterprises but also further humanization among employee turnover of management. Today, though humanized management has rooted in the hearts of the people gradually, there exist many enterprises face abnormal problem of employee turnover etc, still without any effective solutions. This text has summarized the researches that did by academia and business circles on employee turnover domestic and international Such researches can be divided into three kinds: the first kind is the relation of the behavior and performance of enterprise to employee turnover; The second kind is the mode of behavior employee; the third kind is all sorts of reasons for employee turnover. The first type research has been mostly agreed on in business and academia circles at present; the behavior of employee turnover is negative to the performances of enterprises. The second type carry on researches on employee turnover in terms of behavior science. The academia has put forward the concept of "employee turnover tendency". And "employee turnover tendency" is an important variable of mediating the " discontented " and the final one during " behavior that employee turnover ". At present, the third kind existed at issue; the scholar and administrators put forward a large number of possible influencing factors. For example, working satisfaction, organizing commitment, individual character, sex, age, working time, moral concept, corporate culture, family, salary, promoting the chance, etc. Our research emphasize on finding guidelines to set up staff-keeping tactics, namely according to general factors of employee turnover, set up data analysis frame, find specific concrete reasons, finally set up tactics of staff-keeping. Three major factors of Chinese employee turnover: External factors (great environment of economy, trade development level and competition factors of the human resources pool) --Have reflected the law of labors market to the influence employee turnover; Factors inside the enterprise (bad welfare, discontented with superior's leadership style, lack the chance of developing, working load overweight, over pressure, etc) --have reflected the variables of the enterprise and management are to the influence employee turnover ; personal factors (family's factor , personality , job attribute and personal achievement motive factors) --have reflected the personal background differences to the influence of employee turnover . After analyzing the reason why the staff of domestic enterprise employee turnover, we have summarized forefathers' achievements and drawn the general steps to set up staff-keeping tactics: The first: Fix the research object The second: Confirm the goal studied --Set up staff-keeping tactics The third: Confirm the data that investigates of the need according to research object and goal The fourth: Analyze the data; draw the reason of employee turnover The fifth: Provide the possible settlement way of the reason to employee turnover The sixth: Through the exchange and discussing, confirm the last plan of...