Study On The Key Employee Of1980’s Generation Turnover And Management Tactics In Private Enterprises Of China

With the continuous development of the market economy, China’s private economyhas been growing and developing as an important part of Chinese National economy.Accompanied by the rapid economic development, competition of the talents intensifiedat the same time. Under the ever-changing international and domestic environment,business owners are facing various challenges one after another.As a private enterprise,one of the important challenges in front of them, is the loss of the core staff (especiallythe80core employees).this problem has increasingly become an important bottleneckthat restrict the sustainable and healthy development of private enterprises. To Solvethis problem and pave the way for the development of private enterprises, it becomesessentially urgent to improve the management of private enterprises.In this paper, we take the core staff of80private enterprises as an study sample, toanalysis the liquidity theory of foreign employees and their staff turnover model on thebasis of the comprehensive study of relevant literature data from both home andabroad.At the same time,to introduce some practical samples of the management statusof some Chongqing private enterprise employees,using method of combining qualitativeand quantitative, so that to analysis the current loss of key employees of privateenterprises in China,including the features and impact as well. We study From themacro, middle and micro levels, to analysis reason of the high wastage rates of the coreemployees of private enterprises. Furthermore based on all of the above theoreticalSummary and research solutions, we will come to give some management strategies tosolve the high wastage rates of80core staff of private enterprises. First, it needs to startfrom the macro point.to grasp of government policy, highlighting the private enterprisesin their own advantages; Then from the enterprise’s own point of view, it needs to startFrom the modules of human resource management, to make a reasonable planning ofstrategic human resource, to control the interview and acceptance of new staff, to set upsystematical principles of comprehensive training and development, to set the practicalpolicy of salaries and benefits, to carry out effective performance appraisal system, andto strengthen corporate culture. And from the microscopic level, mainly for theemployees individually, it needs to establish partnerships among workers, creatingchannels for their occupation development, to help employees achieve their ownoccupation career planning.