| Today, persons with outstanding knowledge and ability have been regarded as an important strategic resource by enterprises. With Chinese economy enters into the rising phase of another increasing cycle, there will be a fierce competition in terms of human resources.The existence of a competitive market causes the flow of trained personnel in enterprises. By this kind of effective flow of personnel, an enterprise can keep taking in the fresh and getting rid of the stale, remaining excellent workers and giving up bad ones by this way maintaining its developing vitality. However, if this flow occurs too frequently, the enterprise will have to face lacking the support of a stable team of staff. In the end , the enterprise will be exposed to the risk of being eliminated by the market because of lacking capable employees.A large number of practices have proved that the competitions among the enterprises, in fact,it is the company's competitiveness in human capital, If enterprises can have a large number of excellent human resources, and can be used effectively, the companies have advantage capital in the intense market competition ad. Conversely, if a large number of enterprise staff, especially those who have certain key technologies or those who play a vital role in the development of the enterprises, overturn. Enterprises will not have ways to make up those unexpected losses, so that enterprises will lose the ability to compete with other enterprises in the market, eventually leading to bankruptcy and extinction. Thus, the study about employees overturn has a great significance for enterprise to control employees mobility within a reasonable range , not only enables companies to reduce the excellent human resources drain, but also conducive to foster the competitiveness of enterprises, to maintain normal production and operation activities of enterprises , but also contribute to establish a stable workforce and corporate culture to ensure the overall strategic objectives smooth implementation and to ensure enterprises can survive and develop in the fierce competition of the market.The reasons for employee turnover are rather complicated. Sometimes it's only the one of them may be enough to cause a person to switch his job; whereas most circumstances ,it is many factors that finally brings about the result of resignation. Through the research about Jilin Deda Co., Ltd. We can find that employee turnover dues to reasons of three factors, i.e., outer factors, inner factors and personal factors. The enterprise should start with working at the three levels, to get a systematic knowledge of the probable reason that cause staff leaving, so as to effectively prevent this phenomenon, thus minimize employee turnover of Jilin Deda Co., Ltd. In view of the present phenomenon of employee turnover in Jilin Deda Co.Ltd, the essay points out that, in order to prevent the staff on post from resigning, and to manage those left, the enterprise is supposed to handle the situation in terms of following four aspects:First, set up the risk control of Jilin Deda Co., Ltd. First of all, to strengthen human resources information management of Jilin Deda Co., Ltd. Set up human resources information systems. With these information. It can keep knowing the staff's turnover rate at any time, as well as the reasons for leaving. We can take appropriate measures to control them as soon as possible. It can help companies to develop better ways to how to make the policies and maintain employees. Second, do a good job in back-up personnel of Jilin Deda Co., Ltd. It will help to ensure that new products and market development of Jilin Deda Co., Ltd will not be interrupted by the departure of employees. Third, pay attention to the use of work teams. Set up sharing mechanisms to avoid the things that due to a staff turnover caused the loss of a large number of important clients. With this mechanism, it can effectively reduce the risk of disclosure of key technologies because some staffs turnover which led to. Finally, make use of contract. Labor contract can set up labor relations between employees and the employing units. Specify clearly the rights and obligations of both agreements.Through this kind of contractual relationship, we can reduce the staff turnover rate in a certain degree. It can afford the law protection for Jilin Deda Co., Ltd suffered the crisis of personnel loss.Second, improve the basis for human resources management work. First, build a reasonable salary system. By the provision of external competitive salary, a fairer distribution system of the internal, the development of comprehensive and flexible benefits scheme to improve the human resources management of the basic work. Second, the scientific assessment of the performance. Through the scientific and rational establishment system of performance appraisal to ensure the effective implementation of performance appraisal, the examination results are accurate, so that the employees actual information of Jilin Deda Co., Ltd with its own goals to be a good combination, really play the role of performance evaluation .Third, pay attention to the work design, increased sense of accomplishment. Employees through increasing work incentives, paying attention work-oriented design to increase staff incentive and a sense of accomplishment in itself. Fourth, to create a good internal environment, and create a harmonious environment for the employees. A good institutional environment can reduce the uncertainty of the future, so employees can form reasonable expectations. Harmonious interpersonal relationship is conducive not only to Jilin Deda Co., Ltd internal information exchange and communication, to attract employees to participate in the management, but also to make among employees to understand each other, wok perfectly together, in close collaboration in order to achieve higher efficiency. Fifth, to design the career for the employees. The personal development of employees with the company's sustainable development has been the best combination .staffs is willing to stay in Jilin Deda Co., Ltd. They have an incentive for company development to do their own contribution.Sixth, to construct excellent and unique corporation culture. Pay attention to the importance that training staff to Jilin Deda Co., Ltd. Acquisition of other enterprises, pay the best to minimize the lay-offs, pay attention to the formation of a democratic and open atmosphere to play down the employment relationship, leaderships set an example of how to build a unique and best characteristics of the corporate culture and so on.Third, to establish the incentive ways to adapt to the modern enterprise system. First, the incentives that gives the authority to employees. Authorized staff is available to a stage to display their talent. Staffs are authorized reasonably is the prerequisite to implement flat management. To give staffs the appropriate powers and responsibilities can be better mobilize their enthusiasm. Secondly, equity incentives play a fully mobilize the enthusiasm of employees, between the employees and the company have a closer relationship, performance of the company closely linked with the revenue of staff, thereby enhancing the performance of the company. To bound and stable staff and play the role to prevent the staff turnover. Third, the commission incentives. It expresses the performance of employees that is recognized by Jilin Deda Co., Ltd. Employees contribute to make efforts towards the target of Jilin Deda Co., Ltd. Fourth, set up leaving employees management system.Set up standardized management system of leaving employees Implement employees turnover management procedures strictly. Setup the mechanism of exit interview by the manager direct-in-charge .To grasp the true motivation that causes staff turnover. Including the external and internal factors and personal factors such as force major to find out the key point of the problem. This can give vent to the leaving employee's discontentment and relieve the negative influence of the occasion. By doing so we can make analysis of the collected information and set up a model for the key factors leading to employee turnover. In order to take appropriate measures to improve Human Resources Management of Jilin Deda Co., Ltd. for the next step. To prevent recurrence of similar causes of employee's turnover .Develop the value of leaving employees. Treat them as friends. We should continue to maintain regular contact with them after the departure of these employees .Turn them into our own advocates, customers or business partners. We should regard leaving employees as an asset; a resource .We should not regard them traitors, rivals and those who had nothing to do with the company. The need to preserve the dignity and reputation of the staff, which will reduce the risk that the former employees to do some harm things and the probability to make the bad reputation to Jilin Co., Ltd. While the capacity of re-employment of staffs leave outstanding possible. Maintain communication with the leaving employees ,keep touch with the leaving employees for a long-life time .It is the best advertisement for Jilin Deda Co;Ltd, not only moved the leaving staffs but also take concrete actions to move the staff that are working in Jilin Deda Co;Ltd probation potential separation of employees, multiple purposes. By leaving employees, we can link the corporation that leaving employees are working to Jilin Deda Co; Ltd and get benefits for both sides. |
PDF Full Text Request