Research On Talent Retention Strategy Of X Real Estate Company

Under the background of knowledge economy,the competition for talents in enterprises becomes more and more fierce,the willingness of personnel turnover becomes more and more active,and the turnover behavior becomes more and more frequent.The main business area of X real estate company is real estate development and sales.Since 2016,the company has experienced frequent dimission and serious staff turnover,which is higher than the average level of the industry.For the reasons why a large number of personnel choose to leave,how to retain the company's core talent,how to improve the talent retention rate and other issues,the enterprise's senior management must pay great attention to.This paper collected and sorted out the relevant literature at home and abroad as the theoretical basis of this paper.First of all,the company profile and talent status of X real estate company are introduced,the situation of its brain drain is elaborated,and the adverse impact caused by insufficient talent retention is analyzed.Then,I interviewed the company's human resources management personnel and some of the talents who took the initiative to leave the company,made a preliminary understanding of their reasons for leaving,analyzed the interview results,and developed a questionnaire based on this.Through relevant analysis,the main reasons affecting the turnover tendency of staff are determined,and the reasons for the serious brain drain of X real estate company are further obtained.Second,the organizational structure can not keep up with the needs of enterprise development;Third,the lack of reasonable compensation,performance system;Fourth,talent training and promotion channels need to be strengthened;Fifth,the lack of corporate care with temperature.Based on the diagnostic findings,this paper proposes targeted countermeasures and measures for talent retention in X real estate company.Second,effectively retain talents(including optimizing organizational structure and improving organizational efficiency;Establish a scientific and reasonable compensation and performance mechanism,which is fair internally and competitive externally.Strengthen the talent training mechanism,clear talent promotion channel;Attach importance to retention interview,activate talent potential.