A Case Study Of Employee Turnover In Company G

With the process of China's reform and opening up deepening and development, China has entered the knowledge-based economic age. Human resources become a key factor for enterprises'survival and development. The importance of human resource management caused more and more attention from management level. However, with economic developing, employee turnover has become one of the problems of which enterprises have to face to and demanding prompt solution. The number of turnover cases, the large proportion of employee turnover, the high frequency, also the influences attracted more and more attention.Frequent staff turnover brings much negative impact to companies, including lowering the efficiency of departments, more labor costs, trade secret leakage, and loss of key customers, etc. As a leader in household appliance retail market, company G also wants to keep its employee turnover rate within a reasonable limits. They launched a "Talent Pool" program and expected the program can achieve the desired objectives. Unfortunately, the shaking of senior management team at the end of 2008 triggered a series of negative impact, also made the high employee turnover rate and declining employee satisfaction more prominent, which have seriously affected the normal operation of company.Based on a broadly review of relevant literatures on employee turnover theories, this paper analyses the situation and causes of employee turnover in company G by using a case study way. Pointing out and analyzing the existing management issues during company's daily operation, then get the conclusion that the main reason of employee turnover comes from three aspects: social environment, company status and individual factors.Finally, according to human resource management and organizational behavior theories, propose a set of plan for company G to effectively control employee turnover, including the establishment of a reasonable incentive mechanism of human resources, establishing an effective career development plan, strengthening the corporate culture and setting up learning organizations.