Research On The Front-line Employee Turnover In HC

The textile industry is one of the pillar industry of Shandong Province, with a long history and has developed rapidly. However, under the circumstances of the good momentum of development, there has been a problem of being difficult to recruit front-line employees, at the same time, front-line employees’active tu mover rate is outdistance the national average level, resulting in the serious short age of front-line employees in textile industry. This is a very serious obstacle fo r the labor-intensive textile industry, which not only had a serious impact on the stability and sustainability of enterprise development, but also appears to reduce production efficiency and product quality, increased recruitment and training cost s, and so many other aspects of the problem. Therefore, recently, global competit ion is more fierce, how to reduce front-line employee turnover rate has received increasing attention.In this thesis, with Shandong HC Textile Co., Ltd.(hereinafter referred to a s HC) as the background, in allusion to the problem of the company’s front-line employee turnover. By front-line employees satisfaction survey, combined with t he resign interview records provided by the human resource department and form er employees’as well as the direct managers of front-line employees’individual interviews, after data management and statistics, from the corporate external facto rs and internal factors, as well as employee personal factors to analyse the influe nee factors that cause the company’s front-line employee turnover. In addition, co mbine with human resource theoretical basis, and work out suitable countermeasu res for the actual situation of the company about the front-line employees turnov er.This paper is divided into six parts. The first part is an introduction, a brief introduction to the research background, significance, ideas and methods, structu ral framework and innovation. The second part is a theoretical overview, a introd uction of employee turnover related concepts, employee turnover affecting factors research status as well as the theoretical model, which are the theoretical basis of this study. The third part introduces the status quo of HC and its front-line e mployees, proposed the serious problem of front-line employee turnover and emp hasized the negative impact caused by it. The fourth part summarizes the reasons of front-line employee turnover by analyzing record of exit interview, front-line employees satisfaction survey and individual interviews. The fifth part analyzes r easons of front-line employee turnover, combines with the actual situation of HC, put forward targeted countermeasures. The sixth part is a summary of this paper.