| High employee turnover is a popular problem during current China economy developing period, it impacts every stage of enterprise development, especially now a high speed growing-up stage in China, many research topic about this, and we got some fruitful harvests, but on the other hand, the study on a special industry field for a special type employees is still a long way to run.Sinohydro Bureau 1 co.,LTD is a construction company focused on water conservancy project business, during company growing up, the company becoming stronger and stronger, but the employee turnover problem became a big issue, especially the loss for those high level professional talents . The paper chose this case as a topic, from the view of human resource and organizational behavior to give a deep dive about the loss of project managers, to find the root cause of the high employee turnover, to identify the impacts, and worked out a perfect and operable promotion mechanism, which will be helpful to keep those talents, to enhance company teamwork and competition.The paper includes four parts:Chart 1 introduced background and the study object. Firstly writer will give a brief introduction about Sinohydro Bureau 1 co.,LTD, and the competition situation in its field. after that some analysis about how the high turnover rate of those project managers impact the company operation, from the different angles such as cost, emotion, strategy etc.Chart 2, root cause analysis for high turnover rate. After reference some popular theories related to employee turnover, we made couple of questionnaires with those project managers who left our company during the last 3 years, interview with HR manager. based on those questionnaires and some other research result in China for the same topic, the writer made a analysis about root causes, including industry field related causes such as the business relationship, salary gap, poor negotiation position, and the company related causes, for example the company culture, salary, training, promotion, strategy, the personal causes, such as marriage, family etc. all of those made a good start.In Chart 3, based on those study results in Chart 2, also key concept of HR management, writer designed a promotion system, including 4 key points: equal opportunity, reward what they achieved, develop our employee, and promote emotion. Equal opportunity means a fair performance measuring system and origin of core company strategy. This will make a win-win for both employee and company.Reward what they achieved means high flexibility salary and reward system. it aims to let project managers enjoy and share what they contributed to company. Develop our employee means development of employee career path. This will benefit both company and employee's future. Promote emotion means let employee glad to engage their effort to the company.Chart 4 is a further demonstration of the promotion system. Writer demonstrated the effect of the system, there are several preconditions to make it work, such as management team's recognition, the right employee concept, the reasonable policies, and of course money, soft and hard circumstance are always key elements. Writer also introduced some guidelines: to delight our project managers, to keep the resource, and make the company more competitive.China is in a high-speed developing times, every company has to face the intense competition, in the final analysis it's a competition for talents. The paper aim to make a good approach for employee promotion and benefit to Sinohydro Bureau 1 co.,LTD future development, and also a reference to others who are interesting this topic. |
PDF Full Text Request