Enterprise Loss Of Key Employees To The Impact Of Factor Analysis And Countermeasures

As the full development of market competition and the globalization of economic development, key employees as a flowing element to maintain the fate of enterprises are being competed fiercely. The shortage in supply-and-demand of key employees and the globalization and information technology continuing to deepen, makes demand and provides the possibility for the movement of key employees. How to make effective management to key employees and to establish a positive and healthy flowing system, is the main problem for current enterprises.On the basis of preceding theoretical analysis, this paper from human resources management and micro-enterprise perspective, using the combination of theoretical research and empirical research, analyzes and expounds the key employees' turnover causes and countermeasures.Firstly, from the analysis of key employees' connotation and characteristics, the study establishes a key-employees model on the basis of key demand of enterprises, and noted that mistaken in recognizing. Subsequently, supported by a push-pull model on key employees' turnover, the paper systematically analyzes the turnover causes from the organizational factors, personal factors and social factors, and then judges the possibility of outflow. The decision of outflow by key employees is influenced by four forces. Organizational factors and personal factors will affect larger, while social factors are always difficult to control, this paper does not discuss further.Next from negative and positive perspective expounds the possible influence of key employees' turnover respectively and then discusses the countermeasures particularly. The negative influence of key employees' turnover is mainly and obviously, but from a dialectical point of view, there is positive significance too. Therefore, forming a rational and benign flowing system is the focus of management.In response to the countermeasures of outflow, this paper emphasizes the principle of "dredging better than blocking", which can be called "river-like" management. The method means that the combination of prevention before inflow, reservation in enterprises and communication after outflow, which also can be called "process-management". The process-management means from the source to ensure that recruits and enterprise agreement, to draw more attention to employees through the humanized measures. When key employees make up the minds to leave, take measures to communicate with them rather than obstruct them to reach the purpose of "saving heart prior to keeping body". This part is the stopover of the full text, as well as the new ideas concluded.Finally, trying to take the case to do a questionnaire survey and interviews, the author makes an overall analysis and comparative analysis for the influence factors of a special company. With the method of empirical analysis, the research testifies the relevant theories, and provides the company with the related advice of human resources management.