Research On The Reasons And Prevention And Control Strategies Of HL Company's Front-line Employee Loss

In the new era,human resources have become important production factors and social wealth,the source of economic and social development,and the key to the healthy growth of enterprises.However,the problem of front-line employee turnover in enterprises has brought severe challenges to the company's management capabilities,competitiveness,and innovation capabilities.The research object of this article is that HL Companies are facing such problems.With the increasing investment in infrastructure construction in China,the gap in the demand for employees in the building materials industry is also rising,and the problem of front-line employee turnover at HL has been difficult to support it in a fierce market competition.If it is not resolved in time,it will inevitably bring a series of impacts such as rising costs and management turmoil to the enterprise,which will cause immeasurable losses to the normal operation of the enterprise.Therefore,HL Companies urgently need to solve the problem of front-line employee turnover,stabilize the company's talent team,improve their competitiveness,and help them win a place in the market wave.HL's staff turnover has significant characteristics such as front-line staff turnover,a large number of staff turnover and an upward trend,short employment period and younger age of the staff turnover.The loss of front-line employees of HL Company has brought a non-negligible impact on the normal operation of the company,disrupted the stability of the company's workforce,caused a certain loss to the normal production of the company,and the loss of personnel also brought some deep-level effects,such as Hidden dangers to the company's work safety,and reduce the competitiveness of the company.This article takes the front-line employee turnover of HL Company as the research content,and uses a questionnaire to analyze the human resource management of the company through factor analysis and other methods.It is found that there are compensation factors,career development factors,environmental factors,and companies in the front-line employee turnover of HL Company.Cultural factors and other reasons.By analyzing the causes of HL staff turnover and combining the characteristics of corporate staff turnover,HL companies can solve their employees by means such as improving the salary distribution model,improving the working environment,strengthening career planning,and building a good corporate culture.The issue of attrition stabilizes the company's workforce and continuously improves its competitiveness.It is hoped that the research in this article can provide some reference and reference for HL Companies and similar enterprises to solve the problem of front-line employee turnover.