Research On Knowledge-employee Turnover Of TD Company

As a state-owned coal science and technology enterprises in rapid development, TDcompany is in a fierce market competition environment. Years of knowledge employee turnoverproblem caused the company’s technical personnel shortages that greatly restricted the process ofindustrialization of science and technology, made the product of high additional cost less, causedthe product replacement rate slower, made the formation of new economy growth pole lack ofpower. It has been serious impacting on the company’s core competitiveness. Therefore, ascurrent situation of economic crisis is still in further deepening, how to try various devices toprevent from the knowledge-employee turnover in post-crisis period especially has importantstrategic significance.This paper takes the problem of knowledge-employee turnover as the research object. Onthe basis of reviewing the literature about the loss of knowledge employee, the paper selected theloss of knowledge-employee for12years of TD company as a specific object of study. Thereinvestigated TD company’s human resources, knowledge-employee, knowledge-employeeloss,and summarized the characteristics of the knowledge-employee turnover. The first one iscompared the knowledge-employee with the general staff, the drain-rate are polarization, and theknowledge-employee turnover caused huge negative impact on the company. The second one isknowledge-employee turnover rate is high. The third one is senior knowledge-employee turnoverrate is high. The fourth is the main loss flow to the competitors company. The fifth one is groupsloss phenomenon is obvious. And then through the investigation and statistical analysis, thecompany found that the main reasons of the turnover are the role of the knowledge-employee,personal reasons, and the state-owned enterprise system and relationship causes.There are maineight reasons about the knowledge-employee turnover, such as the space for personaldevelopment, employee occupation planning, personal idea change, enterprise culture, etc. Onthe other hand, some factors including age, business recruitment, job autonomy did notsignificantly affection TD company knowledge-employee turnover.On the basis of searching the reason of TD company knowledge-employee turnover, thepaper put forward corresponding countermeasures and suggestions: the first, to establish thecorrect idea, including take the knowledge-employee as the company’s partners and the corecompetitiveness of enterprises. The second, to help employees do a good job occupationplanning, including help knowledge-employee make plan occupation, and to help employeesachieve occupation planning. The third is to build a people-oriented corporate culture. The fourth is to build attractive overall salary welfare system. The fifth is the establishment riskmanagement system to prevent from knowledge-employee turnover.