Research On The Loss Of Logistics Staff In Colleges And Universities

With the development of economic and social, chinese enterprises face a grim situation, namely staff turnover. On the one hand, Enterprises and institutions face recruitment difficulties; on the other hand, they have to face the dilemma, which is the high staff turnover rate. According to the theory of modern human resource management, employee turnover within a certain range is reasonable and necessary. But the impact on enterprises is obvious if it exceeds the certain limit. As an organization of institution with a large number of hired employees, one of the C university logistics managers’s headaches is the high employee turnover rate in recent years. This phenomenon has become a significant problem which must be solved by C University Logistics.In this paper, the case study method was used to describe the characteristics of the C university logistics staff. Then it analyses the status of employee turnover. Also author investigated the employee satisfaction by questionnaires and analyzed the factors which affect staff turnover.In order to reduce employee turnover effectively, author has targeted to propose solutions, while can be used to be a reference for relevant enterprises and institutions.The thesis used analysis data based on the questionnaire to decompose the social factors organizational factors and personal factors which affect employee turnover. Then author proposed measures to reduce the high turnover rate, combined with the actual situation of C university logistics, from five areas that are selecting and employing people, educating people, leaving people, as well as the management of staff departures relationship. Finally, the author said it is necessary to pay attention to the hygiene factors, based on the Herzberg two-factor theory, in order to prevent employee turnover. Also we cannot ignore incentives that affect employee satisfaction. Thereby we can improve motivation of staffs.