| SQLS group is a high-speed development enterprise in fine chemical industry and in the field of light stabilizer in market segment.It mainly focuses on the research and development,production and sale of anti-aging auxiliaries and intermediates of polymer materials.The products include hindered amine light stabilizer,compound preparation,intermediate,inhibitor and so on.Founded in 1997,after many years of industry,the company has grown into one of the world’s most important light stabilizer manufacturing and service providers.As a large private chemical enterprise group with more than 1400 employees,since the establishment of the company,the effort has focused on development of production and expansion of their business scale.However,internal management is relatively weak and their human resources system is relatively backward,leading to a high turnover rate,and it can no longer meet the needs of enterprise development.National and overseas research has identified several problems in human resources such as high staff turnover.Work pressure,salary,promotion,job satisfaction,fairness,and interpersonal relationships,lack of a standardized compensation system,employee incentives,the imperfect and unfair performance management,lack of fair,just and open promotion mechanism,employee participation,low satisfaction and high pressure are the main reasons for SQLS group staff leaving.According to the empirical research results,based on the relevant theories and combined with the actual situation of the SQLS group,it is proposed that formulating and perfecting the strategic planning of human resources,establishing a reasonable salary system,strengthening the performance system construction,optimizing the appraisal mechanism,constructing a reasonable and transparent promotion mechanism,and innovating the diversified incentive mechanism can effectively solve the problem of high employee turnover rate. |
