Analysis Of Employee Turnover Tendency Of Hd Real Estate Company And Countermeasure Research

In recent years,the real estate market has maintained a rapid growth trend.However,with the intensification of macro-control,the competition of real estate enterprises has become increasingly incentive.To maintain the core competitiveness of enterprises,talent will be the key factor.A large number of studies have shown that the turnover rate of employees in real estate industry is much higher than that in other industries in China.A large number of brain drain leads to unreasonable talent structure and unstable team in real estate enterprises.While increasing the cost of human resources,the key is to affect the cohesion and competitiveness of enterprises,and even directly affect the normal operation and performance of enterprises.This paper chooses the on-the-job personnel of HD Zhejiang regional company as the research object,analyses the current situation of personnel structure,excavates the influencing factors of turnover tendency,establishes the scheme design and management countermeasures from three dimensions of organization,leadership and individual,and applies them to the team management of HD company,which has important theoretical and practical significance.This paper makes an inventory analysis of the talent structure in HD Zhejiang region,combs the current situation of employees in this region from the angle of age and age,and conducts a questionnaire survey on turnover intention.It finds that the current situation in this region is short-term service age,high short-term turnover rate and severe turnover intention of employees.In this study,the author conducted in-depth interviews with 30 employees of HD company,recorded the content of the dialogue in detail,collected effective information and sorted it out,deeply analyzed the influencing factors of the current situation of HD company's turnover,and carried out research from three aspects: organizational factors,leadership factors and personal factors.Combining domestic and foreign literature on turnover intention and related influencing factors,and supplemented by career management theory,leadership contingency theory,self-determination theory to support the argument.It is found that the main reasons for the severe turnover tendency of HD employees are the imperfect organizational career planning system,the imperfect education mechanism,the negative influence of management cadres' leadership and the insufficient psychological capital of employees themselves.On this basis,this paper focuses on solving the problem of HD real estate company employees' serious turnover intention and high turnover rate,and puts forward solutions and management strategies,which is also the main content and important results of this study.The conclusion of this study shows that HD company should reduce the turnover intention of employees and ensure the stability of the company team.It is necessary to use the three levels of organization,leadership and employees themselves to remedy the problem.First,at the organizational level,the establishment of a sound employee career planning system plays an important role in the stability of employees,clarifying the path of employee career development,matching ranks and grades,giving employees opportunities and platforms for promotion at different stages,supplemented by personal development training system,to truly achieve the "selection and retention" system management.Secondly,in the construction of talent echelon,HD company should pay attention to the retention of internal elite personnel,set up four-level echelon,internal rotation and competition mechanism,diversify the training of internal cadres,and form HD company's own iron army.Thirdly,at the leadership level,with the rapid development of the company's business,we should also pay attention to the training and promotion of the leadership of managerial cadres,correctly treat the negative impact of abusive management,do a good job of guidance and guidance,adopt multi-pronged management grasp,joint training institutes,Party and Labor Office,psychological counseling and other channels to eliminate the employee turnover tendency caused by abusive management.Fourthly,at the individual level,from the four dimensions of self-confidence,hope,resilience and self-efficacy to increase employee psychological capital,reduce employee turnover rate,and improve business efficiency.The conclusion of this study has high practicability,which can not only solve some problems for HD company,but also provide a reference method for similar problems of the same industry.