Study On Technical Personal Turnover In WH Power Station Company

With the further development of market economy in our country, the talent turnover in enterprises, especially in state-owned enterprises, is drawing more and more attention. The vast voluntary turnover of state-owned enterprises restricts their sustainable development. How to face and monitor the talent turnover, to stabilize the talents in enterprises, to enhance their performance , and to put effective talent-management into enterprise development strategy have become the main problem of human resource management in state-owned enterprises. Viewing talent turnover in state-owned enterprises from the angle of the manager of human resource, the thesis suppose enterprises to control voluntary talent turnover.Based on the study of the former research, the thesis analyzed the general factors influencing talent turnover, such as macroscopic factors, internal factors in the enterprise and talent individual factors. Then, factors influencing talent turnover was given from the aspect of state-owned enterprises. In the confirmatory stage, the analysis of the data collected by the questionnaire survey in the WH Power Station Company was carried out in order to find the determinant factors affecting technical personal turnover intention and real reasons of technical personal turnover.The author had interviews with the managers of the department of human resource and a senior manager of the enterprise. Based on the above results, the main reasons that lead to technical personal turnover in WH Power Station Company are: unfair distribution, lack of competition mechanism, lack of promotion chance, imperfect management and performance system, lack of enterprises culture, bad-prospect etc.The conclusions of the whole study have been applied to the strategy of talent retention. Based on the possible reasons of technical personal turnover, Countermeasures of talent-management are put forward for WH Power Station Company. The Countermeasures are to: establish the system that payment lie on the performance, perfect inner competition mechanism in enterprise, establish efficacious incentive mechanism, increase training investment and give more promotional chance, establish special enterprise culture, strengthen the human resource information system.