The Diagnoses Report Of Tendency Of Dimission Of GG Co. Lid

With the intensified competition among enterprises and constant depth, the flow of business people are increasingly frequent, the core staff have resigned and the negative business impact and cost has become an indisputable fact, how to retain talent of the human resources manager One of the important issues must be considered. GG is a survey and design enterprise, in 2007, the company start to appear and the frequent movement of technical personnel, regardless of some experienced senior technical staff, or a number to two or three years of general technical staff, all have run away and moved to the provincial and outside the same level or the same types of enterprises and production departments and technical personnel making noticeable echelon faults, in the face of instability to the company technical team and progress in product quality and the serious impact, the company leaders fret in the end what causes employees separation, how can effectively retain the existing technical staff, leading the urgent need to address the major issues.In this paper, survey methods, combined with factor analysis method and regression analysis method to study and analyze technical officers have a tendency to separation of factors and found that salaries and benefits of the original, fair sense of self-development, fatigue, enterprise management systems, corporate culture and non-work factors seven factors leading to the company's technical officers have a tendency to separation, including salaries and benefits, fairness and a sense of self-development are the main three factors. Conjunction with the Company's actual situation and the management system, and then diagnosed with technical personnel, there are three main reasons: first, the existing classification system the lack of scientific evaluation mechanism, resulting in staff salaries and fringe benefits, fair and a sense of dissatisfaction; second, company did not do a good job for staff career planning; third is the company's corporate culture construction and management systems are not perfect, so that staff members lack a sense of belonging.Pending the outcome after diagnosis, we need to improve the diagnostic results of the company's human resources regime. First, this paper introduces the analytic hierarchy process (AHP), through the establishment of three levels of the AHP model, computing departments scoring and ranking technical staff, which allows to determine the current classification of various departments are reasonable, then ranked according to the sequence of re-departmental staff grading. The second is aimed at technical staff characteristics and self-development need to develop appropriate systems; third is to improve the company's corporate culture construction and management system. GG's technical staff by reason of leaving the diagnosis, can be a clear direction and start point of the right medicine to improve the company's human resource management model, to maintain the stability of the company's technical team to ensure the quality and progress of the company's products will help the company continue to enhance the core competitive force, in order to achieve long-term strategic planning and corporate vision.