The Research On New Employees Turnover In The Lantian Company

21st Century is the era of knowledge economic and also the era of competition. The key of the competition is talent competition. Talents are the key strategic resources for enterprise to survive and develop. In the face of increasingly intensive competition, enterprise as an organization, how can he gain competitive advantages and how can sustain competitive advantages? Lantian Company, as a large state-owned enterprise, employs hundreds of people each year. But most of them choose to leave company after they worked for one or two years, which brought the company to the cycle of new staff recruit-staff turnover–recruit again. Thus, it not only increases enterprise's managed cost in recruiting and training, but also weakens centripetal forces and cohesiveness of enterprise and shakes confidence of in-service employees on the development of enterprise. Therefore, how to retain new employees becomes one realistic and instant problem in front of enterprise.Firstly, in order to ensure the consistency of research data, this article clearly defines new employee turnover in Lantian Company and makes statistics of new staff turnover in the last few years. It is found that labor turnover is very low only less than 2% but new staff turnover is more than 10% during recent three years. New employees who stay in the company make up around 60% of the total new staff hired by Lantian Company after they worked three years. And the statistics shows new staff turnovers mostly happen when they worked for the second or third year. One part of them goes back to school continuing studying and most of them find new jobs. Such statistics and analyzes laid the foundation of research on new staff turnover.Secondly, analyze and summarize loss of new staff turnover in two different points of views, individual and enterprise. New staff turnover cannot bring opportunity and hope like what they imagine. Usually they cannot adapt to the new job because they expect too much and brings not small negative impacts on themselves. Enterprise not only loses company cost (including turnover cost, recruitment or replacement cost and training cost), but also likely to decrease staff's satisfaction on their job even to cause groupment turnover while loses new staff.Thirdly, find out what can probably cause new staff turnover by designing questionnaire specific to new staff turnover in Lantian Company. Three aspects in summary:i. Personal factor: most of the new staff is the only child in the family; they whose families live in the outside areas will choose to leave Lantian Company because of looking after relatives.ii. Organization factor: including whether Lantian Company can provide enough developing space for the new staff; whether company can carry out fair and reasonable salary distribution system; whether can let new staff fully realize their own value and greatly improves their capabilities; whether human relation is complex,disordered within the company, especially leader relations which have larger influence on new staff.iii. Social factor: labor market effects new staff's turnover intension importantly. New staff will consider choosing another better job when labor is in short supply. But by the financial crisis, some new staff will slow down their turnover footsteps. Lantian Company shall take effective actions instantly to retain new staff in order to avoid large amounts of new staff turnover after economy recovers.Finally, the writer believes that the following aspects shall be set to change enterprise's current situation and decrease staff turnover rate.i. Recruit right new staff. To let the applicants have a true understanding of enterprise and the job they are applying for by opening recruitment information through realistic job reviews. Taking position analysis to help the applicants understand what kind of talent the enterprise needs; taking advantage of structured interview to help enterprise select qualified candidates; carrying out internship system for the person to be employed to help them get to know each other and then finally select the right new staff enter enterprise.ii. Provide enough career development space. Although it may bring some lost for the enterprise to let new staff accomplish one challenging job or carry out post rotation system to new staff completely within Lantian Company, it can avoid possible lost by letting new staff take part in challenging job or developing post rotation system within auxiliary department. And at the same time, it can also arouse new staff's initiative, strengthen new staff's innovation ability and adaptability, build new staff's capabilities on solving problems interdisciplinary and then broaden new staff's career development space.iii. Establish fair salary distribution system. Fair salary distribution includes distributional equity,procedural equity and interactive equity. Definite reasonable salary standard through investigation to make enterprise salary competitive. Consider new staff's opinion on salary distribution system and let new staff have a clearly understanding of enterprise salary distribution system. The immediate leader shall let new staff explain the basis of current salary system and so on when it's necessary.iv. Provide continuous training. Firstly, set out a reasonable training plan specific to new staff. It is not suitable to concentrate all training contents on orientation because it is better for new staff to absorb some training contents after they worked for some time. Not only that, enterprise shall establish long term training system. Training new staff is not once and for all. It shall develop staff training continuously and promote new staff's growth. Moreover, enterprise shall improve training check system. Not only check new staff but also check supervisor. Link performance check to their salary immediately to make sure training reach expected effects. v. Provide suitable non-material incentives. To raise the enthusiasm of the new staff through emotional inspiration such as care, help, praise, trust and understand, etc. To communicate with new staff through internet the modernized platform, pay attention to new staff's thinking, stimulate new staff's potential and make them service for companies better. To stabilize new staff by helping new staff solves practical problems and caring about their life. In a word, leaders play very important roles during non-material incentives. Leaders shall make full use of their roles so as to carry out non-material incentives with good effects.