The Study Of The Brain Drain Problem Of TC Company

Infant and early childhood education as a sunrise industry, its market has great potential. Tianjin as the other large and medium-sized city appeared many development brands in recent years, most of them are private enterprises, which is the franchise center of domestic and foreign well-known education brand. TC Company is a brand belonging to a certain group company, they have been in China for many years, and has several sub centers in Tianjin, nowadays it has become one of the ten well-known early education brand.However, with the rapid development of early childhood education industry, TC company begins to face fierce competition in the new brand, with the gradually expand the scale of enterprises, many serious problems occurs in the company as well, human resources problem is particularly prominent, especially the high turnover rate has become the main reason restricting the development of enterprises, and even a threat to the survival and development of enterprises.The author uses theory and research related to staff turnover problem, as well as solutions in other industries for the staff turnover problem, through the staff turnover problem in TC company as a case, using the leave interview, performance appraisal interview and satisfaction survey in TC company to receive and first-hand information, with theory and research related to staff turnover problem and good practice in other company to conduct the root cause analysis of high staff turnover in TC.The thesis provides solutions from human resources planning, recruitment, training, performance appraisal, compensation, relationship and culture; try to solve the problem of staff high turnover rate in TC Company. Consider employee career planning with the company; increase recruitment spend to expand recruitment channels and increase the interview process; improve the training material and use it flexible; establish reasonable performance appraisal standards and scientific and competitive payroll system; pay attention to the building of enterprise culture and brand publicity, strengthen team construction and humanistic care, monitor the performance of the first-line manager and provide more training; establish dynamic management, the good crisis management can make the loss of high turnover to be minimum.