Analysis And Countermeasures Of The Reasons For Employee Turnover In Z City Water Conservancy Development Engineering Corporation

The active turnover of employees is a problem that every organization must face.Undoubtedly,the ability to maintain a stable team is of great significance to the good operation of the organization.At present,better management and maintenance of human resources has become the biggest driving force for the development of enterprises.In recent years,grass-roots water conservancy construction enterprises have sprung up,and the competition pressure in the industry has increased.Compared with civil engineering and municipal engineering construction enterprises,water conservancy construction enterprises have the characteristics of high job pressure and weak inter-industry competitiveness.Therefore,grass-roots water conservancy construction enterprises need to use flexible methods to improve employee satisfaction and avoid employee turnover.Because of the medium level of enterprise qualification,annual turnover and other indicators in 424 water conservancy construction enterprises in S province of Z City Water Resources Development Engineering Corporation,which is very representative in grass-roots water conservancy construction enterprises,this paper takes it as an example to study,hoping to provide useful reference and inspiration for grass-roots water conservancy construction enterprises to solve the problem of employee turnover.In this paper,the composition of the employees who have left the company in the past five years is studied,and the human resource management system is investigated.Then the questionnaire is designed to investigate the satisfaction of employees.Through the statistical analysis of the results of the questionnaire,combined with other survey results,the main reasons for the employees’ leaving are analyzed.For the reasons found,based on employee satisfaction and incentive theory,the following countermeasures are put forward: first,to optimize performance appraisal system;second,to establish and improve incentive mechanism;third,to do a good job of enterprise human resources planning;fourth,to strengthen the management and guidance of employee career planning;fifth,to strengthen the construction of organizational culture and create a good working atmosphere,with a view to passing these optimization suggestions.Enterprises can improve employee satisfaction and reduce employee turnover intention.