Research On The Problem And Countermeasures Of The Loss Of Front-line Employees Of Y Company

As the income of urban and rural residents increases year by year,the purchase of bulk commodities such as automobiles will become the norm.The production and sales of automobiles in China have also increased rapidly,and the competition has become increasingly fierce.In the production of car seats,there is a big gap between the quality of the car seats in China and the quality of the products in developed countries.The level of automatic control in production is not high.All these have seriously affected the performance and greater development of the whole car in China.The existence of these problems and deficiencies,in addition to China's automotive industry started late,the foundation is thin,the pace of technological research and innovation is not fast,but also with the car seat manufacturers of human resources management is not in place.Y company is a manufacturer specializing in the production of car seats,committed to the development and production of car seats.At present,the company is faced with the dilemma of fast loss of front-line employees,who cannot meet the needs of the company's daily production and operation.Therefore,it is urgent to conduct in-depth theoretical research to improve these works.This paper takes the loss of front-line employees of Y company as the research topic.Through the research of this paper,the following points are obtained.(1)the current situation and characteristics of first-line staff turnover in Y company.From 2014 to 2017,the annual dimission rate was below 14%,and in 2018,the dimission rate increased to 20.83%,which was a large increase.The majority of the dimission employees were new employees and employees with less than one year's working experience.(2)reasons for loss of front-line employees.The salary level is quite different from the market and peers,the labor time is too long,the communication among employees is not smooth,the career planning of employees is lacking,the training system is not perfect,the assessment and incentive mechanism is a mere formality,and the construction of enterprise culture is weak.(3)Suggestions and strategies to stabilize the staff and prevent staff turnover.Build a reasonable and competitive salary system,create a good working environment,establish channels of communication with employees,help employees to do a good job in career planning,improve the staff training system,increase the construction of assessment and incentive mechanism,and create a good corporate culture.