Research On The Problem Of Employee Turnover And Countermeasures Of Small And Medium-sized Manufacturing Enterprises In JF

The importance of mobility management in human resource management is more and more prominent.Companies based on the employee turnover,to optimize group structure,adjust the proportion of employees,to ensure that the enterprise long to live.In recent years,the rising prices of raw materials and artificial cost rise,and a series of factors,The cost of production and the cost of operating a large number of labour-intensive manufacturing enterprises are also rising,along with the global economy continues to weaken,Europe and the United States market performance is declining and other reasons,our country manufacturing once faced with high staff turnover,high labor costs,the lack of core technologies such as the status quo.Based on my practice,this paper choose JF enterprise staffs loss situation as the research object,and systematic analysis of JF enterprise human resources policies,organizational structure,corporate culture and a series of factors,on the basis of using the theory of classical staff turnover at home and abroad,based on the perspective of human resource management,analysis JF enterpris macro factors of the high employee turnover rate;Employees based on the questionnaire survey,analysis leads to JF enterpris microcosmic factors of employee turnover rate is too high.And for working and employees on employee satisfaction survey,further to dongguan JF the reasons of the loss of employees to be locked,The main reasons are as follows:First,the remuneration system is backward,the employment system is backward;Second,Lack of effective recruitment mechanisms and career planning for employees;Third,,Employees do not identify with existing corporate culture;Forth,The internal control system is weak.Staff turnover in macro and micro factors for identification and control,on the basis of further analyzing the our country small and medium-sized manufacturing staff turnover problems countermeasures and Suggestions,mainly for: one,Improving the remuneration system and the employment system,which is lagging behind;Second,further optimizing staff recruitment strategy,to standardize the career;Three,Building a culture of excellence based on senior leadership;Four,Change the management style at the grass-roots level and strengthen the internal control system of enterprises,etc.It is hoped that this paper will be useful for small and medium-sized enterprises in preventing the loss of staff.At the same time,it is also hoped that,through their own effortsand guidance from all sides,this thesis will be more deeply and more practical.