The Adverse Effects And Countermeasures Research On Employee Turnover Of Shanxi Travel Agency

Since1990s, the tourism has gone deep into the public with speed. Meanwhile, the impact of tourism on the economy has caused a high degree of attention. Facing the increasingly intensive market competition, travel-agency, as one of the three pillar industries, in addition to relying on its own hardware, travel-agency depends more on the management level and service quality to achieve long-term development, which depends on talents to fulfill in the long run. Therefore, the competition of travel-agency is, actually, the one of human resources. A good travel agency needs to know how to use its talents, how to retain its talents reasonably, how to reduce losses of floating employees in order to put itself in an invincible position.No wonder that Shanxi is rich in natural resources and historical and cultural resources. It has abundant tourism resources, but it is not a tourism powerful province. Tourism in Shanxi is lack of professionals on it. Especially the unhealthy competition lead to travel agency pursues short-term gains, no attention to its staff. Thus, its staff has frequent replacement, which has a bad influence on travel agency’s management and benefit.Based on this condition, this essay based on the theory of human resources, management and psychology in the MBA study period. Through field visit and handing out400copies questionnaires, it conducts deep research on different areas of20travel agencies in Shan Xi province. Going through summary of the data, it indicates the characters of Shanxi travel agency employee turnover:including women, youngsters, high education, some middle managers, trainees, and temporary workers. Besides, this thesis analyzes direct and indirect influences of employee turnover on travel agencies. Moreover, it analyzes internal causes and external causes of employee turnover. External causes include economic performance, industry income level, job status and social security. Internal causes include management system of travel agency and individual factors. In the last, this thesis put forward measures of solving employee turnover. On one hand, it’s important to create external environment which includes perfect system of laws and regulations, healthy policy support and increased propaganda. On the other hand, it’s also vital to strengthen internal management such as paying attention to management of human resources, building strong corporate culture and incentive mechanism, and staff career planning. Through the above measures, this paper tries to provide references on macro decision of government and staff management of travel agency.