Shandong Fang Yuan Nonferrous Metals Group Enterprise Employees Leaving Reason Analysis And Countermeasure Research

With market economy developing in depth over the nearly forty years of reform and opening-up,China’ s private enterprises have made remarkable achievements in their development.As non-public firms,private enterprises have grown into an important pillar of national economic development,and shown particular importance to many fields including GDP,taxation and social employment.Under the severe global economic situation in the new circumstances,China’ s private enterprises have taken a big hit,and run into competition from both external markets and their internal development.Specifically,human resource management is facing particularly serious challenges,among which the excessively high employee turnover rate is an important research content.According to“Research Report on Turnover and Salary Adjustment 2016",2015 saw a slight risc in overall employee mobility in China,and the mean turnover rate reached 17.7%,up 0.3 percentage point from 2014.Relevant investigations suggest that the turnover rate of private enterprise employees is greater than 50%,much higher than the mean turnover rate 17.7%.The flow and outflow of talented personnel has become something common in China’ s enterprise management field.Thus,for private enterprises’ healthy existence and sustainable development,it is of great directive significance to study the problem concerning the turnover of private enterprise employees,analyze the key factors influencing staff turnover,and take corresponding countermeasures to lower the brain drain.In this study,we looked up related domestic and foreign literatures,collected useful position data from Shandong Fangyuan Nonferrous Metals Group(hereinafter referred to as“F Company")by literature analysis,questionnaire survey and statistical analysis based on overseas and domestic research actualities with job satisfaction,organizational commitment and psychological contract as rationales,described the reasons of turnover of private enterprise cemployees,emphatically analyzed such factors as’household registration,gender,marital status,age and job satisfaction,and derived results by the use of accelerated failure model and COX model.Then we analyzed the results,identifying the factors significantly influencing turnover intention and the degree of influence,and put forward corresponding countermeasures for weakening private enterprise employees’intention to leave the company based on the above factors.We reached the following conclusions:the company should make clear business strategy planning,further increase its internal management level,build a competitive corporate culture,perfect the whole process of its human resource management,and conduct staff turnover management effectively.This paper falls into seven parts.Part 1 presents an introduction to the research background,significance and objective of this paper,specifies a research approach and methods,and sums up domestic and foreign research actualities.Part 2 reviews the theories concerned.This part introduces the theoretical turnover models,points out the factors influencing employee turnover including job satisfaction,organizational commitment and psychological contract,and gives an overview of incentive theories as well as the employee motivation patterns prevailing in domestic and international enterprises.Part 3 gives a brief introduction to the current situation of F Company by outlining its organizationalstructure,personnel status and human resource management status.Part 4 sets forth the present turnover rate of F Company’ s employees by sampling and analyzing the 975 employees in terms of employment status,and analyzes the factors influencing employees’ intention to leave the company from the perspective of household registration,gender,marital status,age and job satisfaction based on the above two models to draw conclusions.Part 5 puts forward countermeasures for employee turnover management in F Company to help reduce the brain drain.Part 6 summarizes the research conclusions,expounds the shortcomings in the research,and puts forward research prospects.On the basis of research results,put forward the corresponding countermeasures:Compared with the existing research achievements,the research in this paper is relatively comprehensive since the factors influencing the turnover of private enterprises employees are put under the same framework.In terms of countermeasures and suggestions,based on the domestic and foreign studies on incentive mechanism,this paper put forward more suggestions than organizational commitment,psychological contract and working reward for enhancing the employees’ identification with the enterprise and attracting"talented personnel" back,enriching the research on employee turnover.The research results have some guiding significance to the development of private enterprises.