Research On Employee Turnover Management Of A Elevator Company

Nowadays,the market competition in the elevator industry has concentrated on the post-sale service.Along with the expansion of post-sale service,the competition of elevator industry in the future will involve not only key technologies but also the quality of post-sale service.As such,maintaining a group of engineers with excellent elevator-repairing skills and high loyalty will greatly contribute to the competitiveness of the elevator company.The A-company is an elevator company that sells,installs and repairs elevators.In the past a few years,its employee resignation rate has been increasing,which has posed a deadly impact on the competitiveness and sustainable development of this company.By referring to current literature and theories about employee resignation rate and by conducting questionnaire survey of employee satisfaction,this study investigated the employee resignation archives collected from the post-sale service department of the A-company and analyzed the data from questionnaire survey.Based on the analysis,five major problems regarding the human resource management in the A-company has been uncovered: first,the management of employee recruitment has problems.For example,the recruitment plan fails to meet the need and the recruitment cycle tends to be long;second,the salary is not competitive,no matter inside or outside the company;third,the employee training and development system is flawed.For example,the knowledge and skill training is not systematic and useful,and there is no sufficient way for employee promotion;fourth,the employee excitation mechanism needs to be optimized.For instance,there should be more ways to excite its employees.The rewarding and punishing policies are unreasonable and the communications between senior and junior employees are inefficient;finally,the corporate culture is not fully established.For example,the training of new employees barely covers the corporate culture,and the propagation of the corporate culture is rather limited.To solve the aforementioned problems in the human resource management,this study proposes to take measures as follows: improve the employee recruitment management,establish a more competitive salary and bonus,optimize the employee training and development system,and strengthen the construction of the employee excitation mechanism and the corporate culture.