Research On The Problem Of Employee Turnover In Taiyuan Boiler Group Environmental Engineering Co., Ltd.

On the background of economic knowledge era,boiler industrial field faces competition among enterprises.The competition of excellent employees is one of the important factors.To enhance the core competition of enterprises,retaining capable employees play a key role.However,in recent years,although Taiyuan Boiler Group Environmental Engineering Company Limited(referred ‘Environments Company' as here)have higher volumes of business and more staffs,the drain of enterprise staff is very serious and has restricted the development of company seriously.At the stage,how to deduce the rate of employee turnover become an important problem of State-owned enterprises' survival and development.Based on the reference research results at demes tic and abroad,this paper make deep and comprehensive analysis on the present situation and reasons of staff turnover on Environments company by using literature research methodology,questionnaire method,interview.At first,the concept of employees,staff and employee turnover has been defined.Then,using models of Price,Mobley and Madge Simon talent outflow,and theories of Maslow needs level theory,The Equity theory,The Expectancy theory and Kuck Curve,"Environmental company employees interview record" and "Environmental company employees job satisfaction questionnaire" are designed for the“left employees phone interview” and the “on-the-job employees survey of work satisfaction degrees”,respectively.The individual and enterprise internal factors are considered to be two main factors on employee turnover of Environmental Company.And the "Environmental Company employee turnover model" is established through analyzing the situation of employee leaving,the character of employee turnover like high education but low working age,more women employees,more technical staff and Staff with low job satisfaction is easy to drain,and the influence of the increasing cost of company,the loss of internal information resources and the obstruction of internal management.According to this model,put forward the constructive factors from the family,education,the entry age of three individual factors to consider the scope of recruitment,the establishment of an effective performance appraisal mechanism and improve the salary management system,strengthen the occupation skill training,the improvement measures to create the master spirit and human resources of the enterprise culture,from the management system change mechanism,from the corporate culture to improve employee satisfaction and create a harmonious working atmosphere,increasing the value of employees and the sense of belonging,establish the follow-up management of employee turnover,employee turnover risk control,so as to reduce the employeeturnover rate.Hope that this thesis is helpful for the Environment Company to solve the problem of employee turnover,establish a sound human resources management system,and promote the development of Environmental Company more effectively.