A Case Study On Employee Attrition Of Company ER

Today is an era with rapid development of knowledge, talent, technology and information. The talents’ cultivation, employment and reservation have played a key role in the enterprise competition. Many companies have tried various programs and efforts to improve staff welfare, to create a more user-friendly corporate culture for the aim of solving the problem of high staff turnover rate. Many companies now take employee turnover rate as one of the evaluation criteria of the state of corporate human resources. The ratio of high and low can be a direct reflection of the current situation of the corporate culture. Many foreign corporate culture philosophy and human resource management methods more concern about the enterprise system construction to manage these staff, which is difficult for traditional Chinese with people-oriented belief to accept, difficult to adapt to the corporate culture, so people choose to leave. This is one of the important factors for many foreign companies feeling difficult keep personnel long, meanwhile, we can also see that the foreign company’s performance management system, compensation and benefits system is not completely healthy. They do not comply with the domestic actual situation. Therefore, the talent management approach in foreign-funded enterprises should combine with the actual situation in China so as to control the high turnover rate.When staff, especially the excellent staff choose to leave the enterprise, that enterprise will suffer great losses. First, when employees leave, profits and customers they create will lose or go to competitors. Second, the leaving staff are very familiar with the process of the company, which not only bring competitive pressure on the original company, also carrying out a new sum of expenditures for personnel training. Therefore, turnover research has become an important topic of major corporate in human resource management areas. In the last few years, many companies HR managers and researchers have developed the departure management countermeasures, which has a very important practical significance in this long-term sustainability of the enterprise.In this paper, the writer uses the case study method introducing business process outsourcing service providers--ER is currently facing many problems about the brain drain. At the same time, the writer analyzes the reasons for the loss of business professionals and develops a fair and effective performance management system by incentive assessment. Salary incentive, career planning and other advanced HR theory in order to enhance the sense of belonging, identity and trust, to change the current crisis situation. This article applies not only to ER enterprises as well as other foreign-funded enterprises.