Research On Countermeasures Of The Demission Problem Of Jilin Mellon Company’s R&D Employee

In the era of knowledge economy which the science and technology lead the future, knowledge workers hold the key technology and core knowledge areas of the enterprise, create a huge economic value to enterprises, and play a role in promoting enterprise restructuring and upgrading. Especially the development of heavy industry scale and technical level of machinery industry, an important criterion is the embodiment of a nation’s strength, and therefore must make a modern heavy industry dominant role in the national economy; with the steady growth of industrial machinery market demand, customer demand for diversified development, talent shortage and other factors related stimuli, so how to solve the industrial enterprises in machinery, knowledge-based employee turnover problem can become sustained and effective development of the key issues. Turnover of knowledge workers often hinder the normal working order of operation of enterprises, increasing the human resources training and recruitment costs; also cause instability in the state building core team of employees, the impact of employee motivation. More serious is the departure of knowledge workers are generally mixed with the enterprise’s business information or customer resources or core technology, the loss of these intangible resources is likely to be of use to competitors or other businesses for free or low cost of use, thus breaking the enterprise leading position in related industries and enterprise caused immeasurable loss.This paper aims to through analyze reason for leaving of knowledge workers in Jilin Mellon, the analysis of relevant incentive theories, comparing companies in different sectors of staff separations and other knowledge-based companies staff separations; strive to scientific, rational summarized the impact of Jilin Mellon knowledge workers leave related variables, and propose appropriate countermeasures against the company related to the presence and impact of issues related to separation of variables, thereby reducing or eliminating the knowledge worker turnover rate, improve the stability of business operation. During the study, the collection of background information available information and data acquired in Jilin Mellon and sorted and meta-analysis; Jilin Mellon’s knowledge workers for the study, through the issuance recovered to leave the questionnaire, and turnover knowledge workers conducted structured interviews way to get some of the research sample size required data and information; the use of literature research and case analysis to explore in the analysis process, Jilin Mellon knowledge workers leave related variables expand discussion, in layman’s language analysis Jilin Mellon knowledge workers main reason for leaving, then the present situation of human resources in Jilin Mellon from incentives, employee training and development, career planning, corporate culture and other multi-pronged approach proposed specific programs to retain corporate knowledge-based employees. Meanwhile, in the "Ask a question- analyze the problem- solve the problem" under the guidance of this logical thinking, so Jilin Mellon senior managers come to realize that the company management center should be changed, from "stressed the supreme order" to " emphasis on people-oriented ".Final conclusion is that human resources are the most important resources in the era of knowledge economy, once the company can not solve the problem departure of knowledge workers, not based on internal development and external environment changes, the actual situation of knowledge workers to leave phenomenon in-depth and effective analysis. It will inevitably lead to the loss the industry leader of business, is facing due to lack of knowledge workers can not keep track of the pace of technological frontier era fate of being eliminated. Only effective analysis based on internal and external causes of turnover,and fully aware of the diversity of the needs of employees, plus follow-up study of knowledge workers has been produced and pre-separation phenomenon prevention knowledge workers to leave the application of countermeasures evaluation and feedback effects in order to make continuous improvement to retain targeted measures to address the knowledge workers,play a turnover caused many problems of functionality.