Research On Turnover Problem Of Non-management Employee At Corporation A And The Solutions

The corporations in our country are shaken off the shadow of the financial crisis. In this moment, whether they can retain their employees, especially outstanding employees and key employees, becomes one critical factor of whether they can regain and strengthen competitive power. Nevertheless, every corporation has to face the problem of employee turnover and the negative influence it brings. To avoid employee turnover, firstly corporations must understand the reason why they leave, and hence work out the solution that prevents turnover.Based on the research and theory at home and abroad, this article uses approaches of case analysis, literature analysis, and data analysis, as well as theoretical principles of human resource, organizational behavior, and psychology, to summarize the influential and adjusting factors of turnover intention, further analyze and research the turnover reason of non-management employees at corporation A.It’s found that there’re four main reasons of the turnover, including the working opportunity perceived by the employees, unreasonable payment system, absence of career planning, and absence of the feeling of fairness. On the basis of the analysis and research, this article proposes, from the point of view of human resource management, a set of solutions that prevents turnover of non-management employees for corporation A. The solutions include reasonably planning and organization of employment, establish a reasonable payment system, establish systematic performance management system, establish better training and development system, building up harmonious working environment, provide career planning service for employees, and establish turnover management.The innovation point of this article is that by combining the theoretical principles of human resource management, organizational behavior and psychology, it analyzes the reason that causes turnover intention, and points out that between turnover intention and turnover behavior, there"re adjusting factors with which we can interfere with the turnover intention and hence to avoid turnover behavior at an early stage. At the same time, it points out that to establish a better human resource management system could probably reduce and avoid the generation of turnover intention and further turnover behavior. Furthermore, this research is to study the turnover problem of non-management employees at corporation A, so it is also valuable for the human resource management of foreign capital corporations similar to corporation A.