Study On Issues And Countermeasure Of Higher Turnover Rate In Jilin NXP Semiconductors Co., Ltd.

In recent years, the turnover rate of employee of Jilin NXP Semiconductor Co.,Ltd. (NXP) beyond company forecasted target. Higher turnover rate caused negative impact to company. This article through the staff degree of satisfaction questionnaire from the staff factor, the enterprise factor, the region factor and the profession factor and so on four aspects have carried on the generalized analysis, and has conducted the research using the existing brain drain theoretical model to the enterprise staff high rate of flow question:First, staff factorBecause of the influence of different environment and education level, staffs often has the high knowledge level mostly; Has the more choice opportunity, also has the higher demand level and strong self-awareness ; They expect to obtain in the spiritual, material and status satisfying through own work actual accomplishments, expected and the challenging work manifests its own value through one kind of creativity. Therefore, the software enterprise's staffs have, the knowledge level young high, negotiations ability strong, the fluid strong characteristic.Second, the enterprise factorNXP also has the management problem in the human resources management aspect which urgently awaits to be solved:1. employment advertise management aspect also waits for enhances2. unsmooth internal communication3. lack of perfect occupation development to plan4. insanity achievements examination and critique system 5. lacks the essential staff to drive6. salaries and the welfare system are imperfect;7. insanity training development planThird, the region and the profession factorThe company is located at Jilin city, many university students initially entered the company, hugged is being gold-plated for 1-2 year in here, then went to the coastal city development, added the semiconductor profession competition for talent also was extremely intense, the coastal city wage had to outdo one section compared to Jilin, therefore part of staffs therefore left.Regarding profession region factor, this is the company cannot control, I does not do discusses emphatically in this article. Has the problem regarding the enterprise, the this article main elaboration following viewpoint:First, slow down staff turnover rate through the successful employmentIn order to reduce turnover rate, company advertises for the local staff with emphasis, specially the family in Jilin's staff, and meets honestly to the staff, the impartation enterprise prospects for development, formulate the develop plan. Second, Prefect internal consummation channelIn order to grasp the staff tendency promptly, reduces the management level and the staff in the company policy understood on produces misunderstands as well as understood the staff needs truly, the company must establish a set of smooth communication channel, each quarter department managers want to communicate with the subordinate, the human resources department also carry on the non-periodical communication with the different department staffs, understood any is the staff true need, and reported for the management level, formulates the corresponding countermeasure.Third, establishment perfect staff occupation development.Establish the promotion channel for all staffs, and set up the dual vigor to rise the channel, on the one hand might from the management angle promotion, on the other hand also might from the specialized angle promotion. Causes each staffs all to see the promotion the opportunity, thus stimulates staff's work enthusiasm.Fourth, the consummation achievements inspection management achievements management is the company human resources management aspect key point, the union enterprise characteristic carries on the practical and feasible achievements inspection management, is strengthens the staff to satisfy the feeling, the fair feeling, avoids the brain drain an effective method.The achievements inspection is a channel which the enterprise and the staff converses, also is weighs the staff achievement the way, therefore we according to the software department staff the work content and ability request have formulated the essential achievements inspection target and the weighted distribution method, simultaneously stipulated each financial year for the achievements inspection cycle, and was promoted, the salary adjustment by the achievements inspection result as every year staff, the welfare provide standard.Fifth, the essential staff drove the system carrying out besides training and the direction which continues, the drive is the important maintenance factor. The violent team, has not will certainly to cause the mediocre achievement and the impetuous will of the people. Speaks of the drive not to be able to bear must speak of the money, the staff drive is the multiple perspectives, the multiplication, not necessarily each time drove but all must spend - - must certainly put the thoughts. Besides the money, we also have the very many means of incentive to be possible actually to use - the enterprise to drive, the reality and the expectation drive pays equal attention to, the sentimental drive and so on.Sixth, the consummation salary and the welfare system. First, determined the different post rank the salary and the welfare frame, the post rank different corresponds the salary and the welfare scope is different. Next, stipulated salary and the welfare adjustment cycle and the adjustment basis, adjust staff's salary, the provide welfare according to the achievements inspection result. Next, determines under the big frame the salary and the welfare provide principle. Finally abides by the pledge, according to promulgation salary and welfare system steadfast carrying out. Consummate the training control system.Seventh, consummates the training development semiconductor talented person short, the structure of talent unreasonable is the universal question which the present domestic semiconductor profession faces, therefore depended upon the university and the training organization raise completely and so on the far hydrolysis near thirsty. Therefore regarding the growth in the enterprise, trains the talented person who oneself enterprise needs is the more effective solution. First must adjust the idea, do not have to regard as training is one kind of burden, but is one kind of investment. Next, must realize all has the risk to any investment, must have undertakes the risk preparation and the guts, meanwhile must formulates from rigid and the flexible two aspects prevents and resists the risk the measure. Says from the rigid angle, the contract restricts bilateral basic, however, must adopt the humanist flexibility management way more importantly, lets the staff be from heart grows together with the enterprise and the development. development.