The Research Of Employee Turnover Of SVA-NEC Liquid Crystal Display Co., Ltd

Today, at the age of knowledge-based economy, human resource is one of the key points of enterprise survival and development. The importance of human resource management (HRM) will be embodied more. However, with the development of economy, employee turnover has become a common phenomenon. More and more attention has been attracted to the number and the frequency of employee turnover as well as its deep influence.The thesis chooses Shanghai SVA-NEC liquid crystal display co., LTD as an example. This is a Sino-Japanese joint-venture company, specializing in designing, developing, manufacturing, sale and after-sales of liquid crystal display panels and modules. With the age of only more than 4 years since its establishment in November 2003, it nevertheless appears the tendency of employee turnover and its scale is continuously enlarged. Consequently, such problems as increased costs, capital turnover, low stability of employees and declining of qualified product rate, etc is seriously threatening the production and further development of the company.. It is of emergent importance to study and solve the problem at present.The thesis mainly analyses the problem of employee turnover in Shanghai SVA-NEC liquid crystal display co., LTD in detail. The contents of the thesis are divided into five chapters as the following. The first chapter is an introduction, given the importance and significance of human resource development and management, the negative influence which the employee turnover brought to the enterprise as well as the research goal. The second one is about the introduction of Shanghai SVA-NEC liquid crystal display co., LTD, the constitution of its human resource as well as the status in quo of its employee turnover. The third one is theory basis which defines and explains the conception and the connotation of the staff drains, elaborates the harms of the staff drains do to the enterprises, and at the same time induces systematically the research status quo home and abroad of the staff drains relevant theory and influent factors. The fourth one is demonstration research of employee turnover which can be found out the influencing factors of the employee turnover in the company by analyzing the data of last interview report of resigned employees and employee satisfactory degree questionnaire. The last one puts forward the corresponding control and prevention methods and strategies facing the actual situation: firstly, consummating more effective performance access system; secondly, setting up more effective salary encouragement system; thirdly, offering more opportunities of career development; fourthly, perfecting the management of employee turnover.