Research On Front-line Employee Turnover Problem And Countermeasures In LG Company

Human resource is an important resource of an enterprise.It is connected with the core competence of the company.Excellent talent strategy can make the company with healthy status.The front-line staff turnover is common in every company.If the company can control the number of front-line employee turnover within a reasonable range,the company can continuously renew talents and make the company more dynamic.However,if the loss of front-line employee has been rising,the company’s development will be affected,which will increase company level’s cost and may cause significant losses.Being a traditional industry,construction industry depends on technology and talents.And the front-line staffs are quite important to the stable development of the construction industry.The front-line employee turnover in construction industry has been accumulated to a large amount of quantity and becomes a kind of malignant brain drain phenomenon.The loss of front-line staff has a serious impact on the development and progress of the construction industry.It increases the operation costs and employment costs of the company and it indirectly attacks the working status of existing employees and customer satisfaction.LG company is a private building construction unit undertaking public building adornment or decoration projects.The scope of business is throughout the country.Large number of front-line employees need to follow the project flow.The turnover rate of front-line employees is above 28%every year,and it is increasing,which brings great threats and challenges to the company,especially for the company’s safe and stable production,market share,and company cohesion.It stops the enterprise to maintain sustainable and healthy status.This thesis,taking LG as an example,analyzes the main reasons for front-line employees turnover in LG and propose relevant countermeasures to deal with the problem based on LG company’s actual situation,making the implementation plan more feasible.This thesis first defines the definition and connotation of front-line staff turnover,sets forth the theoretical research in this area and the situation of human resource management within LG company,and then finds out the data of LG company’s brain drain in recent years.Secondly,questionnaires and interviews were used to get the data.Front-line staff turnover reasons were analyzed based on the collected data.After research,it was found that:LG company’s imperfect remuneration and benefits,unsound training system,limited promotion space,insufficient corporate culture construction,and unreasonable job design are the main reasons for the front-line staff turnover.With the design of early warning module and improvement module,such as establishing an early warning system for the loss of front-line employees,improving salary and benefits,improving training system,enhancing promotion system,strengthening the corporate culture,optimizing work design and focusing on work-family balance,LG company’s front-line employee loss prevention and control mechanism can be built up gradually.Finally,it is recommended to provide guarantees from the system,organization,funds and other aspects to promote relevant measures to achieve the effect of controlling the loss of front-line employees.This article has conducted an in-depth study on the loss of front-line employees in LG company.On the one hand,I hope to help the relevant departments and leaders of the company to explore this,so that the loss of front-line employees of LG can be effectively controlled;on the other hand,I also hope that it can supply related guidance and reference both in theory and practice for employee turnover in other construction enterprises.