Private Enterprise Employee Turnover Reason Analysis And Countermeasure Research

With over thirty years of China’s reform and opening up, private enterprises has playedan irreplaceable role to protect the national economy continues developing. With furtheraccelerating economic globalization, China’s private enterprises are facing a new round ofgreat development opportunities. However, the rapid developing private enterprises issuffering from brain drain crisis. Huge loss of talent makes businesses suffer incalculabledamage on the economy and reputation, brings incalculable consequences to development andeven survival of enterprises. So drain of employees has become one of the biggest challengesfaced by private enterprises. How to reduce the loss of employees and reduce the risks, hasbecome the urgent problems and attentions of China’s private enterprises.The paper explained the concepts about private enterprises and the loss of employees atfirst. Then describe the status and characteristics of staff turnover on the basis of a largenumber of data. On the basis of reading extensive research literature and interviews withemployees and distributed questionnaires, comprehensively summed up attrition social factors,business and personal factors, and the various effects of a huge loss to the enterprise’semployees. On the base of the data obtained from questionnaire, this paper analyzed the mainfactors that influence employee satisfaction and loss tendencies on the different time periods.At last devised a set of strategy to deal with the loss of private enterprise employees: take adifferent approach to staff management in recruitment period, tenure period, incubation period,resignation period and after leaving period, to improve the employee satisfaction and reduceemployee turnover risks in a possible degree.Analyzing the reasons for staff leaving in entrytime axis and the proposal of adopting different management to different entry time periodsstaff is the feature of this paper.Wish the out come of this paper is helpful to China’s privateenterprises to manage the problem of staff turnover, and bring implications to employees ofprivate enterprises about how to choose the companies, how to integration into the company.