Study On The Influencing Factors And Countermeasures Of Employee Resignation In HT Xiangtan Branch

After the promulgation of the "Labor Law" in 1994,the barriers to self-employment of laborers were further eliminated,and the mobility of human resources gradually became one of the main features of the employment market in our country.Increasing the employee resignation rate within a certain percentage will help enhance the vitality of the enterprise.However,the uncontrollable employee resignation rate will consume resources of the enterprise in many aspects and may even cause the enterprise to run into an unstable position.The dissertation systematically reviews the existing research results of HRM,and on this basis,puts forward the corresponding optimization suggestions for the case companieson of the high employee resignation rate.The paper takes HT Xiangtan Branch as the research object.According to the actual situation of HT Xiangtan Branch,the Company collected the employee resignation data of HT Xiangtan Branch through field investigation.Comprehensive analysis of the overall resignation rate of 2016,the post distribution of employees,the working-age distribution,recruitment channels,leaving factors,and the company's human resources structure.Found that the majority of the leaving-employees are sales,the other post has a relatively high stability.The reasons for the high resignation rate of HT Company are mainly in five aspects.First,there is not enough match between man and job.Many temporary employees are not suitable for the corresponding job,which is the main reason for the resignation.Second,the actual income of new employees is low,the economic pressure forced employees to leave;Third,inadequate on-the-job training has resulted in an increase in the time costs of getting new employees to work;Fourth,the lack of job development prospects,can not meet the career development needs of employees;Fifth,the lack of embedded capacity of enterprises,resulted employees and non-work factors,lack of interaction and embedding.In the combined effect of the above reasons,HT Xiangtan Branch employee turnover rate remained high for a long time.In view of the above problems and influencing factors,based on the existing research results,combined with the actual situation in Xiangtan Branch,this paper proposes an optimization scheme based on Balanced Scorecard Theory and Work Embedded Theory,including multidimensional Of the remuneration model,increasing staff training,to provide multi-level promotion of access and enhance the enterprise's embedded capacity.Finally,the paper provides a guarantee system for program implementation,including establishing an electronic approval system,establishing a staff opinion collection system,and establishing an information publicity system.The dissertation holds that high-quality human resources management should begin with the recruitment process and systematically control a series of factors such as development problems,welfare problems,emotional problems and honor issues of employees throughout their careers.