Research On The Reasons And Countermeasures For The Loss Of Front-line Employees In Small And Medium-sized Private Enterprises

According to the statistics of National Bureau of statistics,at the end of 2018,there were 369 thousand small and medium-sized private enterprises in China,accounting for 97.6% of the total number of Industrial Enterprises above the total scale.The output value of small and medium-sized private enterprises accounted for 60.5% of the total national total,and sales accounted for 57% of the total national total.The profits and taxes accounted for 40.5% of the total national total,and the number of jobs offered accounted for 75%.of the whole country.Small and medium-sized private enterprises have become an important source of state and local fiscal revenue.They have become an important guarantee for the coordinated development of China's economy and society.They are the main driving force for technological innovation.However,these enterprises have exposed a series of problems in the development process: since 2013,the average turnover rate of SMEs in China has reached 35%,the turnover rate of front-line employees is high,and the mobility of personnel is large.As a result,the shortage of talent reserves and the increasing cost of human resources in many industrial enterprises seriously threaten the survival and development of many small and medium enterprises.Therefore,how to improve employee loyalty and reduce employee turnover rate in China's small and medium-sized private enterprises has become an urgent problem to solve.J company is a typical labor-intensive enterprise,with more than 300 employees,accounting for more than 70% of the total number of employees.The development of J requires a group of skilled and stable front-line operators to ensure production quality and production efficiency,and create value for enterprises.However,the limitations of private enterprises and the imperfect management system of J companies increase the possibility of employee turnover.With the consequent decline in the competitiveness of companies,the turnover rate of companies over 30%,individual departments or even more than 40% in.2018 has seriously affected the stability and development of the company.This paper takes the problem of the loss of front-line staff in J company as a research topic.Guided by the theory of human resource management and employee turnover theory,and combining with the current situation of the loss of front-line employees in J company,a questionnaire on job satisfaction is designed,and the main reasons for the loss of front-line employees are analyzed and summarized from the enterprise level.For J company in the process of staff management problems,put forward corresponding countermeasures and solutions.In the course of the research,the following conclusions are summarized.(1)reasons for the loss of J company line staff,including factors such as unreasonable salary and welfare system,excessive intensity of work,poor communication channels of employees,lack of career planning for employees,drawbacks of company management and weak corporate culture construction,all affect the turnover intention of front-line employees.(2)the suggestions and strategies for stabilizing the workforce and preventing staff turnover.By developing a scientific salary structure,adjusting welfare benefits and setting reasonable salary adjustment ranges,a reasonable and scientific salary system can be constructed.By helping front-line staff to make clear personal planning and improve the internal training management system,we can further build a front-line employee career development system.By improving the rules and regulations,reconfiguring human resources and strengthening democratic management,we will continuously optimize the management system of J company,strengthen the channels for staff communication,improve communication efficiency,build effective communication platform,establish a people-oriented corporate culture concept,and create a good corporate culture atmosphere.