Research On Problems And Solutions Of New Employees' Turnover In BJM Company

How to attract and retain employees has always been a hot issue in human resource management.Compared with attracting talents,it is more important to retain the current employees who can contribute to the profits of the organization faster and better.At present,with the intensification of competition and the entry of new generations,the company's talents flow is accelerating.Among them,the new generation of employees frequent turnover problem has become a hot potato troubling the company.The company has spent enormous energy and financial resources on selecting and training new employees,if they turnover in a short time,it's not only bad for their own career growth,but also bad for the company's operation and development.At present,there is a huge demand for film and television industry in China,and various film and television companies emerge in endlessly in the market.The film industry,which mainly focuses on film shooting,has witnessed explosive growth in the past few years.Such background is full of opportunities for the whole film and television industry,but at the same time,the rapid growth and turbulence of the industry make the employee turnover more frequent,and the issue of new employee turnover is increasingly prominent.In sunrise industries such as film and television industry,the company needs to continuously absorb new employees to inject vitality into the company if it wants to achieve better development.Therefore,as an important part of the company's human resources management,the turnover of new employees is in urgent need of attention.In view of this,this study takes the representative BJM Company in the film and television industry as the research object,and combines the overall development trend of the industry to analyze and study the turnover of its new employees.Firstly,the concept of new employee,turnover and turnover rate is defined by reading a lot of literature.Then this paper expounds the relevant theoretical basis,including the hierarchy of needs theory,two-factor theory,equity theory and career theory.The paper also introduces the influencing factors of employee turnover from the aspects of recruitment,training,incentive,salary,work and career planning.Secondly,this paper introduces the turnover status of new employees in BJM company,including the introduction of the development process of BJM company and the status quo of human resources,the analysis of the turnover status of new employees,and the impact of the turnover of new employees on the company.Thirdly,the relevant data were collected through interviewing the new staff and the company human resources department related personnel and a questionnaire survey,the statistical results of questionnaire and the interview results are analyzed,on the basis of summarizing the BJM new reason for leaving the company employees,including personal development factors,the company system and cultural factors,orientation factor,the relationship between the work and the work content and environmental factors;Fourthly,the new employee turnover management mechanism of BJM company was optimized,including the establishment of optimization objectives and principles,determine the overall idea of optimization,and the optimization strategies were proposed from the strengthening of recruitment management,the establishment of an effective communication mechanism,optimization of job design and the establishment of scientific incentive system.Finally,according to the optimization design scheme of management mechanism,this paper put forward the guarantee measures for the turnover management of new employees in BJM company,including strengthening the organizational leadership of turnover management of new employees,attaching importance to the planning and reasonable allocation of human resources,and remodeling the organizational culture.The conclusions of this study are as follows:(1)organizational factors are the main influencing factors for the turnover of new employees in BJM company,among which the four main influencing factors are: not adapting to the complex corporate culture,dissatisfaction with the company's training system,lack of fair assessment and incentive system,and not getting along well with leaders.(2)the new employees' dissatisfaction with the company's employee management are mainly focused on: communication between the superior and the subordinate,the superior care enough,lack of internal fair evaluation system and incentive policy,new employees into difficult,mainly reflects in such aspects as management,training for new employees,the employees lack of effective career development plans,and no retaining new employees and effective measures,etc.(3)according to the investigation results of new employees' turnover in BJM company,this study formulates the Countermeasures of new employees' turnover in bjm company,and puts forward specific safeguard measures,which can improve the human resource management of the company to a certain extent,improve the satisfaction of employees,and reduce the turnover rate of new employees.Among them,the Countermeasures of new employee turnover of BJM company are formulated,including strengthening the recruitment management mechanism of new employees,establishing an effective communication mechanism of new employees,and improving the post design level of new employees.The countermeasures to reduce the turnover rate of new employees include: firstly,to strengthen the organization and leadership of turnover management of new employees,from improving the attention of the management and improving the leadership style.Secondly,the planning and reasonable allocation of human resources should be emphasized,which should be carried out from two aspects: providing sufficient space for career development and establishing a scientific training system.Thirdly,the reconstruction of organizational culture,include the management of the company's cultural environment construction,pay attention to the company's cultural "soft power" construction and implementation of humanistic care culture construction.The conclusions of the study have certain reference value for BJM company to implement the talent retention strategy and alleviate the frequent turnover of new employees.At the same time,it has certain reference significance for other film and television companies and even the whole film and television industry to retain new employees and realize healthy and sustainable development.First of all,this study will help BJM company fully realize the importance of new employee turnover problem,and can prompt it to timely and accurately detect possible hidden danger in the management process,and for its own development strategy and the actual situation,to optimize human resources management mechanism,the implementation of related security measures in order to realize the maximum reduce may produce a series of economic and other losses to provide a better theoretical support and guidance value.Secondly,this study can provide good reference significance and reference value for similar film and television companies.For those film and television companies that are also faced with frequent turnover of new employees,the conclusion of this study can play a role of "prevention and immunity" and prompt them to make timely strategic adjustments to minimize possible losses and reduce the negative impact of new employee turnover on the company's business.Finally,the conclusions of this study is helpful to cause similar BJM company as well as film and television company produce attaches great importance to the negative impact of the new staff turnover,helps to further improve the development of film and television company as a whole atmosphere and quality,promote the whole film and television industry in a more healthy and sustainable environment to grow gradually,to promote the overall domestic film and television industry and its similar derivative can play a positive role in the development of organization.