| With the development of the times, people's consumption level, China's auto industry has entered a stage of rapid development. Especially since the reform and opening up,consumption level has been rapid increase, many car industry practitioners, however, the rapid expansion, often make people ignore quality is not synchronized, especially the new generation of employees, we can't ignore is the instability. At present, automobile industry's new generation employees of high turnover rate has become a major proposition of the human resource management of the company, as with "service" as an important carrier of the automotive industry related companies, employees have become the most important core competitiveness, to keep people difficult as a constraint to sustainable health healthy development the main problem. Therefore, it is particularly important to study the turnover reasons for the new generation of employees. And pay, as an important factor in the employees in service, leaving and no choice, has been the main reason for the staff to leave, and even the only reason.Therefore, this paper to China Heavy Truck Group Datong Gear Co., Ltd. the new generation employees, for example, through empirical research to analyze the staff of the company to the individual, the enterprise, the environment of the index design corresponding questionnaire and data contrast, the SWOT analysis of the questionnaire,through the investigation, obtained for the Datong Gear Co., Ltd. the new generation employees, the salary is caused by the resignation of key factors, but it is not the only factor. On the basis of this conclusion, the countermeasures and suggestions are put forward to reduce the turnover rate of the new generation employees from three aspects of the individual, the company and the environment. Through this research, and provide certain reference to reduce the employee turnover rate of the new generation of measures for other companies. |
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