| Human resource has been generally regarded as a kind of strategic resources by modern enterprise, it directly related to enterprise’s core competitiveness and its existence and development. How to reasonable management staff, and avoid the staff turnover is every enterprise need to face the problems and thinking. PB company is Beijing branch of a large enterprises which engaged in the insurance business, after many years of operation, it has billions of business scale every year, and take the lead market share. At the same time, PB company also has a lot of employee turnover phenomenon, Has become the further development of the company in a strategic risk.Aiming at this problem, The paper use PB company current and grassroots employees leaving the company as the research object, combined with the departure of forefathers’ research conclusion designed questionnaire and interview outline, through questionnaire and individual interview methods collected the information of employee’s departure in PB company, using SPSS software for analysis tools, proceed correlation analysis to each of the factors in the questionnaire, get the following conclusions:1. There are three factors affecting currently PB company’s quit intention,pay levels, organizational identification and Job satisfaction. If the three variables of value increase, The employee turnover intention will reduce, Or employees quit intention will rise.2. Personal factors such as gender, age, education, income have no obvious impacts to PB staff turnover intention. Through variance analysis, prove that PB staff personal circumstances will produce no clear correlation between turnover intention.3. PB company should be paid great attention to employees’ compensation, study how to improve the existing compensation system as soon as possible to improve employee job satisfaction. This process should refer to human resources management theory of equity theory, two-factor theory, etc, effective management and salary system reform. |
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