Prevention Strategy Research On Employee Turnover Of Grass-roots Managers At H Company

With the development of market economy,retail enterprises in China are developing vigorously,showing a rapid momentum.With the popularity of the Internet industry and the arrival of the era of big data,traditional retail industry has been impacted by the Internet.China’s retail enterprises constantly adjust their management mode and try to take the "Internet +" mode of transformation.If enterprises want to transform and develop,they put forward higher requirements for talents.At present,the market competition in our country is becoming increasingly fierce.Whether we can attract excellent talents,make our employees more excellent,improve employee loyalty and reduce employee turnover rate has a bearing on the survival of enterprises.H company was founded in 2015,is a medium-sized shopping center,based on the commodity theme route,mainly serving young customers mainly college students.H company is located in the business circle of the university town.It adopts the methods of campus recruitment and online recruitment to introduce talents,mainly serving as the grass-roots management personnel.Since the opening of H company,its sales have been growing day by day,but the consequent loss of grassroots management personnel has become more and more serious,which is not conducive to the normal operation of the enterprise.Therefore,this paper takes H Company as the research object,collects the relevant theories about employee turnover and the current research situation at home and abroad by means of library,literature and so on.This paper provides the relevant theoretical basis for the study of the loss of grass-roots managers in H Company.On the basis of on-the-spot investigation,interview and questionnaire,this paper studies H company from the current situation of the loss of grass-roots managers in H company,and finds that its salary is not proportional to pay,the construction of corporate culture is not comprehensive,and the long-term career planning is lacking.Problems such as non-standard recruitment.In view of the problems found,this paper adopts the thinking of analyzing and solving the problems,and analyses the reasons for the loss from the perspectives of organizational factors,personal factors and social environment factors,including the imperfect management concept of enterprises,the pursuit of employees’ own value and the market opening.To this end,this article from the establishment of resignation management,improve the pay system,broaden promotion space,strengthen corporate culture penetration,improve staff training and other organizational strategies,to truly achieve the retention of talent,reduce the turnover rate of grass-roots managers,reduce management and operating costs,and achieve rapid development of enterprises.