Research On Employee Turnover Intention In Pengxiang Security Company

The national security service industry plays an active and important role in maintaining social security and stability,the safety of people’s lives and property,social security prevention and control,as well as escorting the reform and development.The new development stage,the people’s ability to the quality of security personnel,service level to put forward new and higher requirements,the development of security services industry is facing new opportunities and challenges.Effective construction,development of a good security team is an important basis for the healthy development of the security services industry,but also to promote social governance innovation.The security service industry should place the security team construction in the top priority.But the current security company in the team building encountered a big problem,that is,the security company’s staff turnover rate,turnover rate is large,seriously restricting the development of security companies.The frequent flow and loss of employees of security companies not only brings greater hindrance to the development of security companies,but also has a negative impact on the quality of service and reputation of the company.Therefore,it is necessary to study the turnover of security companies and the tendency of security company employees to leave,in order to reduce the turnover rate of security companies and promote the development of security companies.This study starts from the research background and research significance,explains the overview of domestic and foreign human resource management theories and the research of domestic and foreign human resource management models,introduces the relevant concepts of separation,separation rate and separation tendency,and elaborates on the 4P model,hierarchy of needs theory,motivation theory and other relevant theories;secondly,after the introduction of the company,the analysis of the company’s personnel structure and the current situation of employee separation are elaborated.Then the analysis of the causes of employee separation of Pengxiang Security Company based on the 4P model,firstly,the factors influencing the tendency of employee separation are investigated,and the causes of separation in four aspects,namely quality management,job management,performance management and salary management,are proposed on the basis of the 4P model.Finally,the optimization plan is proposed from four aspects: optimization of position management,optimization of quality management,optimization of performance management system and optimization of salary management system.Through this study,it is found that the current situation of separation in Pengxiang Company is characterized by high employee turnover rate,seasonal separation,frequent "leaving without saying goodbye",and short tenure of employees,which has caused a series of negative impacts on the company,including increasing the company’s cost,damaging the company’s reputation and service quality,and damaging the team morale,etc.Based on the 4P model of human resource management,a questionnaire was designed from the four aspects of quality,position,performance and salary to investigate the factors influencing the company’s tendency to leave.Through the survey,it was found that the reasons for the company’s employees’ tendency to leave mainly include imperfect quality training,insufficient awareness of position management,low efficiency of performance management and unreasonable salary structure.In order to reduce the company’s employees’ tendency to leave,we can strengthen quality training and management through three aspects: political quality,business quality and personal quality;focus on job setting management and job value management to improve job management;improve performance management system by subdividing performance assessment standards,ensuring fair and just performance assessment,building a smooth performance communication mechanism and attaching importance to performance feedback;optimize salary structure and enhance We will build a competitive salary system by optimizing the salary structure and improving the salary and benefits.