YP Enterprise Employee Turnover Control Strategy Research

With the deepening marketization process, private enterprises, as one of important forces for economic development in China, account for 80% of the total number of enterprises in China. They effectively increase the employment and are quite important for the sustained and stable development of economy and the improvement of China’s comprehensive national strength[1] However, small and medium-sized private enterprises in China face a big problem, namely, the serious staff turnover and it has increasingly becomes the shackles for enterprise development. In fact, staff turnover not only increases the cost of enterprise operation, affects the enterprise reputation and the long-term development, hits the employee morale, and affects the cohesion of the enterprise, but also tends to cause enterprise patent technology leaks. The marketing staff turnover is especially likely to take away the enterprise customer resources, and even result in commercial secrets leak of enterprises. In addition, the turnover of high number of staff will increase enterprise instability, and also affect the stability of the society and economy. At present, the post-90s generation enters into the workplace after graduation. Their strong self-awareness and gradually weak concept of organization make the enterprise management more difficult, increase the enterprise staff turnover, and bring serious negative impact to enterprises. Therefore, it is imperative to study enterprise staff turnover and solve the problem as soon as possible.Based on management, human resource management, enterprise culture and other related theories, this paper expounds the relevant concepts and theories of staff turnover in the small and medium-sized private enterprises and then conducts a case study on YP enterprise. Through the literature research, case analysis and questionnaire investigation and interview methods [2] ,and from the perspectives of enterprise human resource configuration, human resources structure allocation, recruitment and employment, performance appraisal, compensation management, employee training, employee motivation and enterprise culture, this paper carries out comprehensive and detailed investigation and study on the staff turnover of YP enterprise[3]. In addition, it analyzes the main causes of employee turnover, and proposes a set of corresponding coping strategies for the staff turnover and stabilizing the enterprise talent team.In order to solve the high staff turnover, first of all, small and medium-sized private enterprises must improve the human resources management system, establish human resource department, standardize enterprise recruitment and systematically conduct staff training. Secondly, small and medium-sized private enterprises should shift the management mode of family-owned enterprises and upgrade enterprise management concept[4]. The management mode of family-owned enterprises plays its unique advantages, and helps enterprises to raise funds and expand production in the enterprise at the initial stage. However, with the expansion of enterprise scale and the increase in the enterprise staff, the enterprises must improve their own quality, adopt modern enterprise management modes, and gradually set up the new enterprise system_with clearer property rights, responsibility and power, optimized layout structure, and scientific management[5]. Thirdly, small and medium-sized private enterprises should focus on fostering good corporate culture and implement full-scale three-dimensional culture construction by adopting the gradually deep path from outside to inside in the terms of material, behavior, system and spirit. Fourthly, small and medium-sized private enterprises should establish perfect salary and welfare system and incentive mechanism, standardize the performance appraisal [6], provide employees with competitive and comprehensive salary welfare system, and adopt different performance appraisal for employees at different positions. Finally, small and medium-sized private enterprises need to focus on growth and improvement of the employees themselves, strengthen staff training, stabilize enterprise talent team and effectively improve the comprehensive competitiveness of enterprises.