Countermeasure Research On Staff Turnover Problem Of CR Design Company

For China’s small and micro private enterprises, twenty-first Century is full of opportunities and challenges. The survival of the fittest, talent has become more and more dynamic and core competitiveness of enterprises. In terms of enterprises, enterprises are now highly valued human resources, and how to obtain the stability of the enterprise personnel, retain the talent to maintain the stability of talent to become a key to the healthy development of enterprises. In this paper, small and micro enterprises as the research object, analysis of small and micro enterprise staff turnover, CR company as a case study, put forward the improvement measures.Through deep analysis of Cr company existing turnover, the dialogue of small and micro enterprises employees, from the corporate strategy, corporate culture, salary system, understand the reason and harm of the personnel flow, and then simulated by questionnaire, model, system construction means solve enterprise staff turnover problems, help small and micro enterprises to improve management level, established to meet the needs its own human resource management framework. This study is to solve practical problems as the main purpose, and make full use of questionnaire and interview, to accurately capture the lead to high rates of primary and secondary reasons for leaving CR company, and then provide ideas for solving the high turnover rate of Cr company.The through the method of literature review, questionnaire and turnover of staff interviews of Cr company employee turnover research, combined with the company’s actual operation, found that CR company employee turnover rate high reason comes mainly in the following aspects: management system is not perfect, the lack of employee motivation, it is difficult to realize their own value, training mechanism is not perfect, enterprise future planning is not clear, lack of enterprise culture, personnel attention degree is not enough, the income level is not ideal, business prospects are not clear, lack of effective training etc.. Combined with the theoretical summary of the previous and CR company specific case and data research, this paper finally from the organization and individual two aspects of the method to improve the status quo of turnover. Through the statistics of CR company in the first quarter of 2016, we found that by using the organization and individual level measures proposed in this paper, staff turnover rate was significantly reduced, only 8%, the effect is better. This paper based on Cr company for example staff turnover related research and suggestions can be extended to other similar small and micro businesses, so that the small micro enterprises firmly seize the talent, in market competition made more excellent performance.