Reseach Of Reasons And Countermeasures Of A Real Estate Enterprises Employee Turnover

The flow of mobility of employees is necessary for laborer individual, country andeven the world economy, but if the employee turnover rate is too high, the enterprisehave to spend a lot of time, energy and money for employee recruitment, selection,training, etc. At the same time, employees to leave their job can also cause loss oftechnology and business secret leakage and a series of problem, so how to control theemployee turnover rate and keep excellent employees will become theory and thepractical realm are very concern.This paper is writing from the perspective of enterprise management, with thepurpose of finding out the method of keeping excellent employees. Therefore, afterdetermining the purpose and the significance of this paper, the author first reviews theresearch achievements in the loss of excellent employees and organizationalcommitment both from domestic and overseas scholars,the author also find the relatedfactors of organizational commitment, has been clear that the organizationalcommitment theory keep in a close contact with keeping excellent employees.Next, this paper analyzes the present situation of A private real estate enterprise,and find that in the enterprise, employees generally to enterprise’s organizationalcommitment is not high, so the phenomenon of the outflow of excellent employees isvery serious, according to organizational commitment theory, this paper analyzes thatthe private real estate enterprise exist the following questions:(1) due to the concept andusing of excellent employees exist some mistake, lack of good working environment,the enterprise culture construction lag in employee to enterprise’s affective commitmentis not enough Cause employees to enterprise’s affective commitment is not enough;(2)the salary management system is backward, talent training and education mechanismdoes not reach the designated position, enterprise development prospect and staff careerplanning discrepancy in employee to enterprise’s continuance commitment is not fit leadto employees of the enterprise continuance commitment is not enough;(3) the staff toenterprise normative commitment is not enough. Then, this paper analyzes the dominantand recessive loss of staffs loss that result in lack of organizational commitment (mainly is the intangible asset of an enterprise, customer relationship and enterprisereputation and image and hit staff morale).Finally, under the previous analysis, this paper puts forward the way to solve thebrain drain problem, this is also the most important achievements in this paper, theauthor points out that we should improve the private enterprise owners and managementpersonnel’s quality, start by creating the good enterprise culture, emphasizing thepeople-oriented employment concept; Straighten out communication channels,strengthen the team construction; To carry out staff way of life, and care staff life;Optimization of working environment, make staff happy to strengthen affectivecommitment to reduce staff turnover. Set up the comprehensive salary incentive system;Establish performance evaluation mechanism, realize the internal justice; Strengthen thetraining and career planning, give people the space of growth, etc to strengthenemployees continuance commitment and normative commitment, and ultimately toreduce staff turnover, then the enterprise will growing prosperity.