Research On Manangement Of Employee Turnover Of W Compony

In today’s market economy the competition is stiff. Among the comprehensive and various enterprise competitions, the most fundamental is talent’s competition. The enterprise can not be in an invincible position unless they can keep the talent advantage. However, enterprises have to face the problem of employee turnover which is more and more serious. Significant defections make increase in the human resources cost, loss of key clients and decline of business performance. The enterprise have to face the negative effects of brain drain. The senior administrators who had waked up for the situation, explode the reason for employee turnover on one hand, and investigate means of stopping loss of talent on the other hand.On the basis of studying organizational behaviors, human resource management, psychology and other related theory, the author not only explorated deeply but also summary the foundation of the theory, such as the concept and model of employee turnover, employee incentive mode, and so on. By integrated using literature analysis, case analysis and other methods, the author carried on the induction of what influence employee turnover intention from multiple dimensions. Also combined with the case W company’s actual situation of human resources management mode and salary incentive design etc., in order to research and analyze the employees leaving reason. All above were used for the ultimate aim——putting forward the improvement suggestionsBy means of research the author found that there were the five main causes of W company employee turnover. First, employee’s fidelity degree on enterprise was low. Second, the company pay policy lacked of competitiveness and fairness. Third, the staff needed departure for professional development need departure. Fourth, superiors and subordinates lacked of communication. Fifth, other personal factors. Based on the theoretical summary and case analysis, this article stated a series of methods to reduce employee turnover rate in W company from the perspective of human resource management, include:to strengthen the construction of enterprise culture and enhance organizational cohesion; establish a comprehensive competitive c&b strategy; build an effective incentive mechanism; set up a system of comprehensive training and career development; found perfect departure control system, etc.After the improvement that W company human resources management system can be expected from the source to prevent and reduce employee turnover intention and then reduce employee turnover behavior. In addition, the research achievement is very high application value for human resources management of other domestic enterprises similar to the W company.