| From 2010 to 2014,the automotive industry has experienced five years of rapid development under a double push of the domestic policy stimulus and strong demand for the purchase.As the global leader of automotive emissions system products,T Company in China quickly expanded to 23 manufacturing sites from 12 and more than 4000 employees from 2100 employees.Along with all kinds of issues of enterprise management,the continuous movement of people,especially the high turnover rate of blue collar workers,has become a very prominent challenge for T Company in China.In the year of 2014,T Company’s turnover rate of blue collar workers in China reached 43%,there are four manufacturing sites have an even worse rate than 57%.What made it more serious is this rate climbed to 188% during the probation period.All these will cause significant risks to the existing business and future development of the T Company.T company has set up a cross functioned project team which organized by Human Resource Department is jointly consisted of leaders from manufacturing,finance,technology and other frontline supervisors.The team is built to analyze the cause of the rising rate of blue collar workers,and to explore the methodology of retaining high performance blue collar workers and technical workers through a series of methods and processes,such as the design of the turnover report,analysis of reasons for leaving,the investigation of exit questionnaire,the management of exit interview,the implementation and development of the project plan,the verification and review of project results.The whole project started from the beginning of 2015,and lasted for a year and a half.This thesis analyzed the basic circumstance of,the turnover rate project of the blue collar workers in T Company,summarizing the results achieved by the project team from kickoff till Sep 2015 in terms of optimization of turnover report,investigation of exit questionnaire,analysis of reasons of leaving,HR analysis and design of solution. |
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