Research Of Demission Of Workers In KJ Group

Employee turnover has become the focus of attention to domesticenterprises with the current situation of the gradual decline of the domestic labormarket, thus enterprises now encounter a great challenge on retaining employees.Therefore, it is vital that we should pay more attention on the research of employeeturnover.Taking the employee turnover in KJ Group as an example, the paper uses acomprehensive analysis of questionnaires, the statistical data analysis and otherresearch methods of employee turnover of KJ Group. Knowledge workers andgrass-root staff turnover are classified to study independently based on Maslow’shierarchy needs theory. Learning from the successful experiences of controllingemployee turnover in domestic and foreign enterprises, the paper put forward thecountermeasures of controlling knowledge workers and grass-root staff turnover inKJ Group.Knowledge workers turnover in KJ Group is mainly due to the lack of targetedtraining for knowledge workers. Although knowledge workers have the confidenceof the KJ Group’s prospect, they don’t dedicate their own fate together with the KJGroup and don’t hope too much on their promotion. The phenomenon is as follows:relationship between superiors and knowledge workers is not harmonious and don’thave a good relationship with superiors and colleagues; the KJ Group is lack ofcorporate culture and many knowledge workers have an idea of changing their jobs.The paper put forward a strategy for controlling knowledge workers turnover. Firstly,workers should be honest and trustworthy and have adaptation position during therecruitment. Secondly, knowledge workers obey the management in the design ofcareer planning management strategies, and the KJ Group should motivateknowledge worker with training, and provide a competitive payment and goodworking environment, and prevent knowledge worker turnover by good corporateculture. Thirdly, the KJ Group can control knowledge workers turnover by building systems. The KJ Group can have a heart-to-heart talk with the staff that has theintention of leaving their jobs and control the information dissemination. Whensome knowledge workers make their mind to leave their jobs, the Group should findthe reason and get good afterwards control.The main reason for the grass-roots staff turnover in KJ Group is about thedissatisfied payment and benefits, and the attractiveness of the pay system is less.The Group is lack of training for the staff and particularly, there is little specificguidance of the career planning. Performance appraisal indicators design is notreasonable, and do not fully consider the actual situation of the staff and as good asworker appraisal standards. To control the workers turnover, the Group should paygreat attention on workers compensation management, and design the salary systemby the fairness principles. It’s normal that the grass-roots staff can participate thetraining study. The KJ group should adopt the above strategies to control thegrass-roots staff turnover.