Research On Core Employee Turnover Of QH Energy Company And Countermeasures

In the current energy industry,in addition to the national policies and market environment in the general context,core employees and human resources are also the core factors for the survival and development of an enterprise.In recent years,with the energy industry,especially the gas field of private capital to enter,increasingly fierce competition in the field of clean energy,the survival of small private enterprises increasingly difficult,and many small and medium-sized enterprises due to the lack of experiences in human resource management as well as the system is not sound,resulting in huge loss of employees,make this difficult situation worse.Compared with the mature management system of traditional state-owned energy enterprises such as petrochina and sinopec,it is difficult for private small and medium-sized enterprises to be comparable in terms of salary,welfare system and employee career development.In addition,given the current downturn in the real economy and the lack of widespread awareness of environmental protection in China,the particularity of the energy industry,the high threshold for entry,the unstable market environment,unclear policies and the absolute strong position of "three barrels of oil" in the monopolized market,have also made it more difficult for many small and medium-sized enterprises and start-up companies to survive.At the same time,the private market of this industry is also extremely irregular,frequent chaos,fierce competition and unscrupulous,which makes the survival of many small and medium-sized enterprises competing through legitimate means worse.It is also the difficulty in operation that makes many enterprises exert the whole company's efforts to develop the market,which leads to the chaos and inaction in internal management,and finally causes a considerable number of employees to have a sense of crisis in the industry and the idea of choosing a new career.QH energy company as a joint venture subsidiary of a large private group in the province,was founded at the beginning of the aim to promote the development of natural gas in the province and LPG station construction,but in the early formed due to the errors in the strategic decision and management does not reach the designated position,quickly suffered a serious phenomenon of employee turnover,at the same time remaining workers discontent rising,a low company morale.As the natural gas industry has a high threshold and requires a high degree of professionalism,and most of the core employees in this field work in state-owned enterprises such as sinopec and petrochina,QH energy is a scarce resource for small and medium-sized start-ups.Therefore,the loss of core and core employees brings a heavy blow to the business,a very bad social impact and difficulties in the subsequent development of the company that is already struggling.In this paper,on the basis of the existing departure research results at home and abroad,through the form of structured interview and questionnaire survey,to QH energy company representative part of core employees and employees has carried on the systematic investigation,it is concluded that the five factors influencing employee retention:first,the company's internal management confusion,process trival,Second,employees lack access to promotion and hit the "ceiling" in their careers.Thirdly,the nepotism in the company is serious,and the existence of "connected accounts" affects the management of the company and the employees' sense of injustice.Fourth,employees do not have confidence in the company's future development prospects;Fifth,there are problems with the salary system.Finally,in order to alleviate the problem,this paper proposes the following solutions:Firstly,nepotism should be solved by optimizing the recruitment mechanism and paying attention to the fairness of management,and secondly,expand the career development channels of employees to support their career development.Then optimize the company's compensation system and performance appraisal system,and finally strengthen the care of employees.