The Diagnosis Report On TY Company Technical Staff Turnover Problem

In enterprise development, human resource is the core competitiveness. The loss of a large number of employees will do negative impacts to enterprises, such as the normal operation of enterprises and work order. The high turnover rate would also affect the cohesion of enterprises and bring enterprises into the vicious circle of business personnel frequent turnover. In recent years, because of the new normal macroeconomic situation, profits of real estate and related industries have reduced, the development of the industry differentiation, the competition of talents is becoming increasingly fierce. TY Company as a typical developing small and medium-sized architectural design enterprise also faced the high rate of skilled staff turnover problem. How to keep good employees is the key problem. Therefore, this research analyze the TY company human resources situation, explore the skilled workers leaving reasons and job satisfaction, help TY company retain good employees, keep the core competitive ability, also provide human resources management plan template for company managers of those similar architectural design enterprises like TY company.The author did questionnaire survey on former and current skilled employees, in combination with in-depth interviews with employees, by using classification summary and statistical analysis, indicates the main causes of employees turnover and job dissatisfied. Results indicate that the main problems stay on three aspects: salary & welfare, performance evaluation, personal development space. The main problems of salary& welfare are:the whole salary system is on the low state and little annual growth, does not have the competitive advantage; unfair salary welfare system; unreasonable structure of salary and welfare system, little space for salary promotion; Welfare quality is not high. Performance appraisal aspect main problems are:evaluation content is not scientific enough, examination index penalties, but the lack of reward; the assessment results in the lack of incentive pay. The main problems of personal development space are:the company development prospect is not looking good; training opportunities of employees are limited; the company's promotion channel is too narrow.To diagnose the reasons, suit the remedy to the case, the classification is optimized and improved. In terms of salary, benefits, compensation system to adjust and improve the compensation standards; Optimize the structure of compensation, increase the post Settings, providing a space for a raise; At the same time calculation and output coefficient calculation for the effort to design rules, fair and reasonable. In the optimization of performance appraisal system, and on the individual assessment index increase points, do it responsibly and rewards and punishments; Increase the inspection appeal link protect the interests of employees; Enlarge the application scope of the assessment results, with the employee's promotion and training. In terms of personal development space, on the one hand, strengthen staff training, improve the level of individual, on the other hand, by increasing the deputy and break up means of technology group, broaden the promotion channel.