The Research On The Employee Turnover Of D Company Beijing Branch Ground Service Department

With the rapid development of air transport industry, which brings a stimulus tonational economy development, the enterprises’ inner problems caused by it arebecoming more and more prominent. Staff turnover rate is getting higher as enterprisesdevelop rapidly. The wastage of core personnel makes management harder and servicequality deteriorate; Manpower shortage causes working intensity of staff. Theseproblems bring alone a vicious circle and they are obstacles to enterprises’ healthy andorderly development, and needed to be controlled. Therefore, the staff turnover issuebecomes a project that needed to be researched urgently.This study used case study method, with ground service department of Dcompany Beijing branch as a case, starting with its human resources status and staffturnover status, then sampling the staff randomly and finding out job satisfaction andturnover tendencies of the staff, interviewing the former staff and finding out thereasons for their demission. The study compared the staff turnover status of the case tothe ones of Air China and China Southern Airlines Co., analyzed and summarizedturnover factors and proposed suggestions for reducing the turnover rate. The thesisbelieved that the reasons of the staff turnover of Ground Service department of Dcompany Beijing branch were: the unmatch of post actual and expectations, highpsychological pressure under High working fatigue and the lack of perfect careerplanning and corresponding guarantee measures. Impact factors for leaving is:personal factors, organizational factors and environmental factors, including familyresponsibilities, job satisfaction, career planning, working hours, working pressure,external job opportunities and employment system. The study suggested that groundservice department of D company Beijing branch could construct a clear careerdevelopment path, plan a rational recruitment and establish corresponding supportingmeasures to adjust controllable factors and increase staff satisfaction and confidence intheir career development and therefore to retain talent and keep turnover rate within aacceptable range.Furthermore, the related research and the result of the study, has applicationvalue to similar service enterprises and major state-owned enterprises like D company.