The Research Of A Company PMC Division Middle Management Staff Turnover

With the deepening of reform and opening up and optimization,China’s economic growth is stabilizing,the momentum of rapid development of Chinese enterprises is also weakened, due to China’s many cities gradually into the aging society, the demand for labor resources tends to be tight. For many of the rapid development of private enterprises, on the one hand is difficult to recruit talent, retain talent, and good use of talent is more difficult; on the other hand is the loss of its own management. The current situation of human resource, not only makes the development of enterprises is seriously lagging, and even a threat to the survival of enterprises.In this paper, the PMC division middle management staff of A company turnover problem as research background, through the analysis of A company human resources status, using the form of questionnaire survey, found that the main factor causing the company PMC Division A middle managment staff following the loss three aspects:1, intermal management factors.Including middle managers limited their lesdership,corporate culture,saying the lack of good promotion mechanism,the lack of fair remuneration system,and rote welfare system,too little welfare;2,external environmental factors.Including geographical isolation,increase competiton within the industry and career opportunities;3,management staff personal factors.Including age,character,family status,personal development and transformation of the concept of employment of management staff. Among them,the factor internal management,middle management is the main reason for the loss of influence.In this research, we have reviewed the Countermeasures of the loss of staff and middle management of the general staff, and put forward the corresponding countermeasures and suggestions to reduce the loss rate of A company PMC division. The firstjlmprove enterprise culture construction. Second, improve the incentive mechanism of middle managers. Third, the establishment of the middle management personnel multi-channel promotion mechanism. Fourth, the establishment of core middle management personnel training mechanism.I hope that the research of this paper will give some inspiration and help to the private enterprises in the industry.