A Study On The Grassroots Managers' Turnover And Its Coping Strategies In G Company

Since the reform and opening up in 1978,China's commercial market has been developing rapidly.In the past two decades,influenced by internationalization,business competition became increasingly intense.In order to survive,enterprises cannot just focus on product,more and more enterprises realized the importance of talent.Employees are not only pure producers who being to managed,but also the most important resources of company.Investment in as well as training and management of resources is an important part of enterprises' strategic development.Only when the enterprisers realize the strategic significance of people-oriented development,can enterprise change from previous pure management of employees to encouragement,induction,and cultivation.And only in this way,can enterprises fully stimulate the potential of employees and enable them create value for enterprises.With a local emerging airline as research object,this paper explores the company's loopholes in human resources management through the grassroots manager turnover.In order to solve the problem,author compiles a questionnaire according to the dimensions of motivational factors firstly,and carries out variance analysis of questionnaire results after conducting reliability and validity test on the questionnaire.The results show that the key cause of employee turnover is employees' general low satisfaction with training system,especially with personal career development.Besides,there are four minor causes also negatively affect employees' satisfaction,they are payment and allowance program,promotion program,appraisal system and decision making.After that,a complete training system review for enterprise is developed after making scientific analysis and judgment of the real reason of employee turnover,which including four dimensions of training system's objectives,principle,methods,and effect appraisal.Finally found out the loopholes in training system of G Company,that is,the lack of a sound targeted training system for grassroots managers,which led to grassroots manager career planning unclear,career development blocked.Therefore,this paper puts forward the theory of introducing the key competences of employees to optimize training system.By analyzing the relationship between employee key competences and personal career developmentand career planning,this paper puts forward the establishment of G's grassroots managers' key competences dictionary and model to improve,guide and optimize the training system.Ensure that the training effect is more effective.Furthermore,the analysis to the minor causes has been carried out later,and found that G Company has other problems such as unreasonable payment and allowance program,promotion limitation,unreasonable appraisal system,and lack of decision making.After that,the paper proposed solutions for each problem.Combined with training improvement plan,drew up a comprehensive improvement strategy for G Company to improve the staff's personal key competencies,improve the enterprise's talent pool,and ultimately improve the competitiveness of enterprises.On the basis of previous studies,this paper tried to find out the relationship between employee key competences and turnover rate through the analysis of the relationship between employee key competences and personal career development as well as the career planning,the relationship between employee core competence and turnover rate is analyzed,thus solve the existing problems of G Company.This not only enriched the theoretical research of motivation in organization,but also proposed a solution from the root causes for enterprises.This is the most significant theoretical and practical significance of this paper.