Study On Employee Turnover In Small And Medium-sized Liquor Manufacturing Enterprises

Over the past 40 years of reform and opening-up,China has made remarkable achievements in economic and social development and created the "Chinese miracle".One of the important reasons is that China enjoys the advantages brought by the demographic dividend.However,with the increasing downward pressure on the global economy,China's economic growth rate is gradually slowing down,the aging of the population is increasingly prominent,China's demographic dividend era may be coming to an end.Many enterprises find it difficult to hire workers,and the problem of employee turnover in small and medium-sized enterprises is even more serious.At the same time,due to the rapid development of the Internet economy,the labor-intensive,manufacturing processing industry has been a major impact on the traditional industries.How to reduce the high turnover rate of employees and keep employees in enterprises has become an urgent problem for many small and medium-sized enterprises in traditional industries.Small and medium-sized liquor enterprise J company(hereinafter referred to as J company)is a small and medium-sized liquor enterprise controlled by the family.The main leading positions of the enterprise are assumed by family members.In recent years,the company's production and operation scale constantly expanding,the number of employees is also increasing,but did not increase the company's management level,especially in the area of human resources,not form the standardization and institutionalization of human resource management system,employee turnover phenomenon is very serious,directly affect the healthy development of the company.How to solve the problem of high staff turnover rate has become the top priority that affects the healthy development of J company.This paper briefly describes the situation,characteristics,and human resources situation of J company,according to the human resources department received from the company information,employee turnover in 2016-2018 from age,gender,position and working time four dimensions analysis the present situation of J company loss of personnel,summarizes the characteristics of J company staff turnover,and sums up the impact of staff turnover to J company: increase the cost of company's business,their company cohesion,reduce work efficiency,and weaken the core competitiveness.Then,the interview method was used to interview the person in charge of the enterprise,the person in charge of the human resources department and the employee representatives.The questionnaire method was used to survey the departing employees,and the reason why the turnover rate of J company remained high was analyzed.Through the study,the following conclusions are drawn: there are three main influencing factors for employee turnover: external factors,internal factors and individual factors.Among them,the external factors are the rise of emerging industries and the perfection of the talent market.The internal factors are mainly formalistic performance evaluation,unreasonable salary system,insufficient corporate culture construction and leadership care,imperfect career planning and training system of employees,and poor working environment.Employees' personal factors are mainly age and personality factors,family factors and other factors.In view of the above reasons,combined with the actual situation of J company,this paper puts forward specific countermeasures to reduce staff turnover: improve the human resource management system,including the implementation of scientific and comprehensive recruitment channels and the implementation of rotation system;Establish a reasonable performance appraisal and salary system;Pay attention to employee career development,including the construction of a hierarchical employee training system,broaden employee promotion channels,the construction of a reasonable career planning;Strengthen the construction of corporate culture,including the improvement of corporate culture system,strengthen leadership care,improve the working environment;The establishment of core staff turnover management system,including the construction of core brain drain warning mechanism and the establishment of core staff turnover follow-up management system.It is hoped that the implementation of these measures can solve the problem of high staff turnover rate of J company and ensure the healthy development of the enterprise.Aiming at the problem of high staff turnover rate in J company,this paper analyzes the current situation,structure and characteristics of staff turnover in J company by using the data of staff turnover mastered by the human resources department of J company in recent three years,explores the reasons affecting the staff turnover in J company,and proposes corresponding countermeasures for these problems.This paper USES the interview method and questionnaire method seldom used by previous scholars to investigate and study the problem of employee turnover in enterprises,and some results have been achieved.It is hoped that the exploration in this paper can not only reduce the pressure of staff turnover of J company,a typical representative of small and medium-sized liquor manufacturing enterprises,but also provide ideas and reference value for other liquor industry enterprises and even other industries to solve the problem of staff turnover.