A Research On The Causes And Countermeasures Of H Company Key Staff Turnover

H-company is a High-tech company, holding more than 100,000 employee, their products and solutions have been deployed in over 100 countries and have served 45 of the world's top 50 telecom operators, as well as one third of the world's population. As a leading telecom solutions provider, H-company has powerful innovation, they have established end-to-end advantages in Telecom Network Infrastructure, Software, Services and Devices. Furthermore, H-company has joined the Global Compact, an initiative advocated by the United Nations to promote corporate citizenship worldwide. They observe, promote and execute certain principles in the areas of human rights, labor, and the environment, fulfilling their responsibility as a corporate citizen.However, there's serious staff turnover in the company history, particularly in the stagnation period, the entire company seems a declining empire, groups of employees turn over to the competitors or start a business to compete with H Company, challenging the survival of H Company.The loss of key staff is a complex issue, there are variety causes. In this paper, the concept of H Company's key staff is defined; the loss of key staff was analyzed and discussed. Referring to the theory of employee turnover at home and abroad, I conduct the case studies, interview with dismissed employees, analyze the variety of specific causes of key staff turnover, and try to seek countermeasures for the loss of key employees to improve human resources management, improve employee satisfaction, and lower the key staff turnover rate.This article, focusing on the loss of H-company's key staff, is divided into six chapters:The first chapter is an overview of the background and purpose of the study, research methods and paper framework. In Chapter II, some concepts are defined and staff turnover theory at home and abroad are collected. The third chapter describes the company background and the status of H-company's key staff turnover and a summary of the interviews, gathered by the case study method. In Chapter IV, the interviews are analyzed through three aspects, social factors, business factors and personal factors; H-company's key staff turnover model is generated. In Chapter V, eight specific countermeasures for the model of H-company's key staff turnover are produced. ChapterⅥis the final conclusion.This article focuses on key employees turnover, the case study method has certain innovative, generated a model of the causes and the countermeasures for the loss of H company's key staff. It has a certain theoretical and practical significance in human resource management practices. Hope that this paper will give H-company some help through results and research methods in human resource management and some reference to the similar enterprises.