Case Study On Talent Drainage Of G Company DL Reserve

With the rapid development of modern Internet technology to Jingdong,Taobao,Alibaba,as the representative of the electricity business giant to the entity under the solid electrical retail business has brought great impact and intangible pressure for the protection of home appliance retail enterprises continue to health Development,G companies are carrying out new retail projects,corporate transformation,innovation and stability during the rich and efficient reserve talent elite backbone team increasingly important,although every year in the region to recruit reserve talent,but how to choose,educate people,keep people Reduce the loss of reserve personnel,improve the survival rate of reserve talent for the enterprise has become a business human resources need to solve a major problem.Gis a private enterprise with more than 1,000 stores under the line.Nowadays,it is mainly under the line.Under the diversified economy,G is trying to create the Internet business and expand the business scope.In order to make the ship a smooth turn to achieve the traditional retail upgrade and iteration,G companies in the smooth innovation,innovation to follow the conservative,in a smooth transit,change in profitability.G Company(Dalian)is mainly responsible for the physical sales of the store in Dalian,the procurement of sub-headquarters centralized procurement and local procurement,with G's own logistics and after-sales wages,and now also with the unified guidance of the company began the pace of transformation.However,a large number of reserves in Dalian area caused the attention of the head office,if not resolved as soon as possible,in this important moment of reform will bring serious impact to enterprises and huge losses.This paper chooses G Company(Dalian)new entry,five years of entry,ten years of entry and other training stages of reserve personnel turnover case analysis,combined with G Company(Dalian)management practical problems,the application of contemporary talent pool theory,salary incentive policy,occupation Career planning theory,systematically analyzes the root causes of the problem behind this phenomenon,on this basis put forward to improve career management,training incentive programs and people-oriented corporate culture and other measures and recommendations in order to achieve the reduction of reserve talent wastage rate,enhance employee loyalty aims.This study has some reference and reference for G Company(Dalian)human resource management.