Research On The Turnover Of R&D Personnel In DL Company Based On Price Mueller(2000) Model

With the continuous development of the global economy,today’s competition between countries is not only economic competition,but also competition for scientific and technological innovation ability.Scientific and technological innovation cannot be separated from human resources.A stable R&D team is crucial for high-tech enterprises.Therefore,the turnover of R&D personnel has attracted the attention of high-tech enterprises.In order to deeply study the main causes and solutions to the problem of R&D personnel turnover in high-tech enterprises,this paper takes DL Company,a key hightech enterprise under the National Torch Plan,as an example,and takes the latest research achievements related to employee voluntary turnover and turnover models from domestic and abroad as a guideline to gradually analyze and identify the main factors affecting the turnover of R&D personnel in DL Company through literature review,questionnaire survey,personnel interview and model analysis,It also puts forward solutions and safeguard measures to the problem of the turnover of R&D personnel in DL Company by comprehensively using the relevant theories of human resources.Finally,achievements have been made through this study.Firstly,the introduction of four new variables:switching cost,career matching,relationship and leadership style into Price-Mueller(2000)model is suitable for China’s national conditions and the current situation of human resources in local high-tech enterprises,and the improved model has more research significance in domestic application scenarios.The second is to comprehensively analyze the results of the questionnaire survey and personnel interviews,and identify the three main factors that cause the problem of DL Company’s R&D personnel turnover:the environment,individuals and enterprises,including external job opportunities,job involvement,career matching,distributive justice,payment,promotion opportunities and leadership styles.Thirdly,regarding the main factors identified,tackling strategies were put forward by comprehensively using the relevant theories of human resources.for "environmental factors",put forward control countermeasures focusing on the cultivation of enterprise core values and the management of enterprise humanistic care,Regarding "individual factors",carry out control countermeasures for the optimization of R&D personnel training system and the guidance of scientific career planning,and for "enterprise factors",put forward control countermeasures for the optimization of personnel appraisal and promotion mechanism and the smooth communication channels of employees.In order to further resolve the problem,two assurance mechanisms are proposed,namely,reserve guarantee for talents and emergency guarantee for personnel turnover.