The Contrl Of Employee Turnover Of M Energy Service Company

In today’s market econo my, there is a two-way emp loyment re lationshipbetween emplo yers and emplo yees, which making the possib ility for emp loyeeflow. Because the emp loyment relations hip is no lo nger satis fied by theemplo yers or an emp loyee, or reach the natural terminatio n time of the contract,all emp loyme nt relationships will eve ntua lly attributed to the end, whic h makingthe ine vitability of emplo yee flow. Besides, with fierce competition, wouldeffective ly acce lerate this inevitab ility soon. Reasonable emp loyee flow canreduce the financ ia l burden on emp loyers, to infuse vitality, enha nce thecompetitive ness of enterprises. while unreasonab le emplo yee flow will affect theemplo yer’s reputation, reduce the competitiveness of enterprise. Such asunreasonable emplo yee flow, we called emp loyee turnover. So, how to reducingcorporate emp loyee turno ver, improve huma n resource mana ge ment syste m,which are the key of improve the core competitiveness of human capita l forcompany.There are both reasonable emplo yee flow and emp loyee turnoverphenomeno n in M company, fence, how to ma nage and control emp loyeeturnover phenomeno n, will being the focus of this thesis. the thesis will take thetheory and methods of huma n resources as a guide, and integrated use theenterprise mana geme nt, organizationa l behavior and other releva nt theory. Alsotake all displaced emplo yees of M company fro m year of2011to year of2013.Analys is the e mp loyees turnover motivation factors, externa l factors,functiona l factors, push factors, pull factors and retire ment, and the externa lfactors and retirement are the una voidable emp loyee turnover situation. And takethe emp loyee turnover situation whic h can been control through measures as theanalysis focus, and analys is the deep reasons of emplo yees turno ver,unreasonable interview process, unsound remuneration syste m, inequitab ledistrib ution of power and un establis hed employee turnover mana geme nt throughcount huma n resource compositio n and the status of emp loyee turnover. Thisthesis will put forward specific countermeasures for the reasons of emp loyeeturnover, inc luding optimize interview process and improve human-postmatching, improve the salary structure and create emp loyees career p lanning, establish mixed constraints and internal promot ion mechanis m, build ingmana geme nt syste m and fill emp loyme nt gaps. Meanwhile, proposed protectivesystem according to the actua l situation of the M company，, includ ing establishthe emp loyees informatio n system to achieve the informatization of emp loyeeturnover manage ment and control through information ma nage ment syste m,improve the performance appraisal ma nage ment mechanis m, name ly provid ingthe basis for interna l promotio n and improve salary structure through improvecurrent performance appraisa l mechanis m, rich e nterprise culture, na me lyproviding good culture environme nt for emplo yees turnover manage ment a ndcontrol, meet the emp loyees spiritua l needs, to achieve the enterprise’s corevalues.