., Beijing, Small And Medium-sized Construction Enterprises Employee Turnover Tendency And Influence Factors Of Analysis

Talent is the basis for the development of an enterprise. Many scholars have taken notice to the employees'turnover at the very early day. Employee turnover will directly affect the normal business operations, work order, as well as the increasing costs of human resources recruitment.In recent years, with the rapid development of the national economy, investment in fixed assets continued to increase, the rapid development of the real estate industry,it makes many small and medium-sized construction enterprises had a good opportunity for development. But at the same time, a large number of studies have shown that the employee turnover rate of SME construction enterprises is much higher than the rate of state-owned enterprises and foreign-funded enterprises. High staff turnover rate will also affect the cohesion of the enterprise. The brain drain can caused the instability of the SME personnel, and it will directly affect the operation of the enterprise. Therefore, if we can understand the employee's turnover intention and its influencing factors in SME construction enterprises comprehensively and accurately, it will help the managers to develop an appropriate human resource management system for the enterprises to retain their employees and improve the competitive power of the enterprise.By carrying out a questionnaire to the employees in construction industry in Beijing SME, this paper uses statistical software SPSS17.0version to do the work of data collation and statistical analysis. The data analysis method includes descriptive statistics analysis, one-way ANOVA, factor analysis method and correlation comparison. Based on the questionnaire survey and data analysis result, we come to some conclusions:the turnover intension rate in Beijing construction industry SME employees is high; the turnover intension in Beijing's construction industry SME employees has a significant difference in gender, age, family situation, length of service in the organization, channels, as well as the income; the turnover intention is largely relative to salary satisfaction, job promotion opportunity and training, and distributive justice; employees chose to stay in the company for this four reasons:pay and benefits, the future development of the work, the prospects of the company and the love of current work; in the factors that affect the staff to re-choose their career, salaries and benefits still occupy the first place, followed by work-related "job promotion space","work " and "the company's development prospects".In order to reduce the turnover intention of employees in SME, according to research findings, this paper makes the following recommendations:establish an justice and attractive remuneration package of incentive system, such as according to employees of different positions and contribution to the development of enterprises, establishing floating wage system, establishing the broadband pay wage system, setting up buffet-style welfare system; perfect career planning and training systems to meet the growing demand of the employees; enhancing employees'sense of belonging by strengthen the enterprise culture in the organization; encourage internal staff recommendation and be strict of the interview process; take the leave management seriously to identify the real problem that causes the employee's turnover.