Key Staff Turnover Research Of Jiiin Golden Standard Company For Clinical Laboratory

2011global employee survey report of Mercer Human Resource Consultingshows that staff loyalty rate is significantly lower than that five years ago andturnover rate is twice. It alarms the era has passed, when we did think turnover wasunimportant and there were abundant labors in China. To survive in this competitiveera, we should regard talent as the primary productive force and the core resource.This dissertation focuses on key staff turnover problem of Jilin Golden StandardCompany for Clinical Laboratory which is Jilin branch of the Golden StandardClinical group. Based on my experience, detailed HR data analysis and employees’cases of Jilin Golden Standard Company for Clinical Laboratory, we will analyze theroot of key staff turnover problem and find out the effective and feasible solutions.Firstly, this dissertation shows the currently serving staff status and each year andeach department staff departure since the company established by real HR data charts,defines key staff, then makes sure that the research object of this dissertation is keystaff turnover problem of Jilin Golden Standard Company for Clinical Laboratory.Secondly, it finds out the mainly influential factors of key staff turnover problem bystatistically analyzing the information from interviews with former employees、satisfaction surveys、salary surveys and other methods. I divide these factors intocontrollable (HR management and interpersonal factors, etc.) anduncontrollable(outside employment environmental factors, industry、 occupationattractiveness factors and personal factors, etc.) influential factors, according towhether the company could solve key staff turnover problem by improving its ownsystems, processes and so on, then analyze the influence according to the categories.Finally, the dissertation proposes control measures from tow aspects: improving HR and incentive systems——rigid measures; establishing effective communication、caring staff、cohesive corporate culture——flexible measures.Combining with the latest human resource management theory and practicalexperience, this dissertation gives a proposal to solve key staff turnover problem andimprove the human resource management system, arming to enable enterprise toattract and retain the key staff、motivate them、create a good working atmosphere andlet staff love their companies, develop with their companies together, then realize awin-win situation. I also hope this proposal could help Golden Standard Clinicalgroup, which is ongoing growing up and strive to be an excellent listed andmultinational enterprise, improve a part of the human resources management, andgive other companies some inspiration. I have a dream that,in the future,our privatecompanies could be on behalf of the Chinese enterprises’ strength, promote thedevelopment of national industry in China, then they are as strong as foreignenterprises, so national and foreign enterprises could compete in the same startingline.