Research On Influencing Factors And Countermeasures Of Employee Turnover In L Company

At present,with the rapid development of China’s economy,the emergence of new things will be accompanied by new problems.For enterprises,the proper turnover rate can make the whole company show an upward state,but the high turnover rate will directly affect the fundamentals of enterprises.The high turnover rate of employees is not only a loss for the company.More importantly,enterprises need to make up for the high turnover rate in a wider range.Therefore,analyzing specific enterprises can help enterprises understand the important harm of high turnover rate and use some measures to make employees flow reasonably.In this paper,first of all,taking the environment of layoffs of large companies and the collapse of small enterprises as the breakthrough point,it is analyzed that the turnover rate of employees has not dropped significantly under the situation of difficult job hunting,thus confirming that it is necessary to conduct an all-round analysis from multiple angles.Secondly,by discussing the theoretical knowledge that may be used,Maslow’s demand theory and two-factor theory are used to lay the foundation,from which their own ideas are integrated,and the employees of L Company are taken as the research objects,and questionnaires and interviews are distributed to them.The reasons for employees’ resignation are collected by indicators.Thirdly,all factors are evaluated by spss,and the factors of company workers’ resignation are obtained.The physiological needs after Maslow’s demand theory and two-factor theory are determined as the first level,security needs and social needs are determined as the second level,and respect needs and self-realization needs are determined as the third level,which are analyzed from individuals,companies and the outside world respectively.At the first level,it usually includes employees’ hard needs that cannot be met,such as resignation caused by family circumstances;At the second level,it usually includes that the salary of one’s own work can not reach one’s ideal state,and one’s own promotion channels in the company are limited,etc.At the third level,it is mainly that the social image of one’s own enterprise is poor,and the outside enterprises of the same type have more development prospects compared with others.Finally,according to the found influencing factors,the salary assessment system is further improved,the promotion channels of employees are summarized and sorted out,and the communication platform between superiors and subordinates is built.Some countermeasures and suggestions are put forward to reduce employees’ turnover intention.In the aspect of system construction,it is proposed to improve the company’s human resources management system,act according to rules and regulations,improve the salary system,and treat the performance appraisal system of different employees individually to improve the matching degree between talents and positions.It is hoped that this paper can provide feasible management system suggestions for different industries,especially for enterprises with a certain proportion of grass-roots personnel.In the management of the company,it is necessary to make a good prediction of human resources,and the leaders should delegate power appropriately,which can improve the employees’ sense of accomplishment.At the same time,they should also focus on establishing the unique culture of the company,so that employees can gain a sense of superiority in their work,and the equal and pleasant working environment can make employees more satisfied,thus reducing the small friction with leading colleagues.The turnover management of employees should be improved through different aspects.In terms of execution,there must be certain requirements for the executive power of human resources management departments,and the training system for newcomers should also be improved.