A Study On The Employee Turnover In ZT Construction Group Hainan Branch

In recent years,China's construction industry as a pillar industry of national economic development has made great progress,but also will continue to play a pillar role.However,after decades of rapid development,gradually entered a low-speed period of development,deep in which the construction enterprises of all sizes are facing various challenges and opportunities.In the era of knowledge economy,the competitiveness of enterprises is mainly concentrated on the ability of human resources.Whether an enterprise can develop steadily depends on the stable state of employees and the turnover rate of employees,which determines whether the enterprise can develop steadily.As a labor-intensive industry,construction enterprises have a greater demand for talents,and the turnover rate of employees is generally higher.How state-owned large-scale construction enterprises manage their human resources in this environment is a new issue facing enterprises themselves.When the construction of Hainan free trade zone has risen to national strategy,relying on the "one belt and one way" policy,Hainan Island enterprises are facing new opportunities and challenges.Talent as the core competitiveness of enterprises,attracting talents and retaining talents is very important for enterprises.In this paper,through literature search and screening,interviews,questionnaires,the ZT Construction Group Hainan Branch staff turnover problem was studied.It is found that the main reasons for the loss are unreasonable salary incentive system,imperfect training system,limited space for career development,lack of humanistic care in corporate culture,poor working environment,lack of employee turnover management and so on.In view of the above problems,the countermeasures are put forward:perfecting the salary and welfare system;perfecting the recruitment system;perfecting the staff training mechanism;paying attention to the staff career development;establishing the talent crisis management mechanism;building a people-oriented corporate culture.It is hoped that this study will provide effective countermeasures for ZT Construction Group Hainan Branch to effectively control staff turnover and help realize the stability and development of enterprises.In addition,the same type of enterprises can be used for reference.