AB Company’s Core Employee Turnover And Retention Research

Employee turnover, especially regarding the key employee turnover, it is one of the most important topics for each company. Under the fierce competition atmosphere of marketing economy, if a company needs to get sustainable development, it is essential to have experienced key technical and management employees which are familiar with company’s business to retain in the company. It is important but the most to enhance the coorperate operating results and everlasting development.From the human resourcing management point of view, researchers in China or abroad are keen on the research about employee turnover issues. There are more researches using attitude variables to predict turnover intention in turnover models. Mostly job satisfaction, organizational commitment, job selection are chosen as the influencing factors of turnover intention. Recent years, there is an emerging theoretical model so called job embeddedness model. According to the definition of job embeddedness made by Mitchell and Lee in2001, they pointed out that job embeddedness theory could be used in employee turnover research and resulted in constraints force influencing factors for employee voluntary turnover behaviors. Job embeddedness is more broader and rich in concept comparing to traditional employee turnover models. Meanwhile it has more objective emotional attributes, therefore it could provide with more information explaining the reason of turnover. Traditional models combined with job embeddedness model will make the researcher’s study regarding employee especially key employees turnover more deeper. Due to the support made by these theories, it could provide more strong theoretical basis and foundation for company human resource management and will help company management level and human resourcing managers better forecast the employee voluntary turn over behaviors. By hinted of the forecast, the company could make effective solutions to response and even avoid this kind of key employee voluntary turnovers.The paper takes the JV AB Company which I am actually working in as the research background, the aim is to choose one JV company with the share by both share holders as50VS50and to analyze the change of HR conditions from very stable staff construction to a lot of voluntary turnover in recent two years. Through the research, the paper is trying to find out the exsiting problems and the effective solutions. Based on finishing and reading the relevant literature, using job satisfication and job embeddedness, the paper is trying to search out a model which could forecast employee turnover intention. Hopefully it could assist the HR organization to retain the key employees effectively. By quoting the related theories and the case study of AB company, I hope I could better use theories for practice and to prove the effectiveness of the theories in practice.The main reason to select key employee turnover as the research subject is that nowadays China and even the entire world is facing global economic downturn, the world economy is facing restructuring. Usually the competition between the enterprises will be more fierce while economic recession. Seeing from human resource point of view, talent especially key employee loyalty is particularly important under such typical time. When operation performance of enterprise is not good, professional managers will often choose to explore new market externally and to improve the internal management and make the team and organization structure stable. In which, how to keep key talents becomes a fully important subject for enterprise management and human resource department.This article will explore the relationship between job embeddedness and turnover intention in metal industry and figure out which are the reasons for employee turnover, how to retain good talented employees, providing a theoretical basis and practical guidance for human resources system reform. One of the reasons to choose JV AB Company as the research subject is that the scope of supply of AB is complete set of customized turn-key engineering project which include hardware&software design, technology commissioning and after-sales service. That’s to say major business of AB company is not product but technology service sales, as we know the main part of technology service sales is qualified and experienced key technical employees. For the company like this, the overall quality and stability of key technical staff and management personnel mostly determine the effectiveness of the company’s operation. For the other reason choosing AB company as the research subject is that it is positioning in metal industry which now facing extremely fierce competition. In the industry there is fierce competition combined with the national macro-control policies of the industry in recent years to lead the metal industry from flourished gradually to downhill, due to these reasons the competition between related companies is fiercer. Therefore the key employee turnover rate is straight up increasing since last year. For instance, shortly in two years, our strongest competitor SE company has hunted one senior sales manager, one emerging environment protection company has hunted2of our best qualified and experienced electrical automation employees with attractive offer. If the company could analysis the turnover phenomenon and rate from employee’s point of view and explore the relationship between job embeddedness and turnover intention, it will make sense in theoretical and practical significance. First of all, if we can analyze the reasons for turnover from perspective of the employees, it will be helpful for corporate management to strengthen key staff loyalty culture, secondly it will also contribute to the human resources department for updating and improving the company’s human resources policies and the key modules of the C&B, performance appraisal.