The Research On Staff Turnover Of H Logistics Company

With the acceleration of China's reform and opening up, the market driven by the enterprise employment mechanism, labor choice space is also corresponding to achieve a wide range of development, employee turnover has been quite common. For logistics enterprises, human resource is the important source of enterprise development and the power of the indispensable. In particular, the current international and domestic economic situation is complex and changeable, and the factors that are not stable and non - coordination are more and more concentrated, and the phenomenon of high risk and low returns in the business of logistics companies are emerging. Human resources for the above risks, as well as the realization of the most reasonable allocation of personnel is essential. For the human resource management, the employee's turnover and employee's reservation is the dialectical unification,the two together to achieve the dynamic balance of human resources.In this paper, the logistics enterprise H logistics company as the research object, to explore the current situation and reasons of the loss of its staff, to find the corresponding countermeasures and suggestions. This article is divided into five parts. The first part is the introduction, which introduces the purpose, significance, research status and innovation of this paper, which lays a solid foundation for the whole paper. The second part is the analysis of the staff and management of H logistics company. This paper analyzes the general situation of H logistics company, the organization of the company, the total amount of human resources and the structure, recruitment and training, salary and welfare, perfonnance evaluation and so on. This part of the present situation for the following issues raised and the reasons for the empirical analysis. The third part is the H logistics company personnel loss situation and reason analysis. In this part, the article adopts the method of questionnaire to analyze the internal staff retention and so on. The fourth part is the research on the countermeasures of this part, mainly from the cause of the people, the emotional, pay, the environment to stay, and other relative independence from each other. The conclusion of this paper is pointed out, and the corresponding solution is proposed in this paper, which can be adjusted by the hypothesis test and the result analysis, and can be best fit for the adjustment of the relevant enterprises in order to exert the greatest social value and practical significance of this research.