A Study Of Grassroots Staff Turnover In Water Companies

In recent years,with the continuous deepening of the reform of state-owned enterprises,enterprise structure reorganization,management mode gradually standardized,state-owned enterprise reform has achieved fruitful results.As an important part of state-owned enterprises,the work pressure of grass-roots employees has increased accordingly,and the problem of poor stability and high turnover rate of grass-roots employees has gradually emerged and become more and more prominent.This paper takes A water company as the research object,and firstly,we summarize the relevant research literature and data on employee turnover at home and abroad;on the basis of sorting out and summarizing the relevant data,we summarize the current situation of grassroots employee turnover in A water company based on the data of lost grassroots employees in the past six years,in terms of age,gender,education and title distribution;we analyze the negative impact of grassroots employee turnover on the enterprise.We analyzed the negative impact of grass-roots staff turnover on the company;conducted satisfaction surveys and exit surveys on the current and departed grass-roots staff by means of questionnaires and interviews,and conducted return visits to some of the departed grass-roots staff;collected questionnaire data and conducted reliability analysis,correlation analysis and regression analysis based on the questionnaire results,and analyzed the main causes of grass-roots staff turnover in A water company from six dimensions;Combined with the questionnaire and data analysis,the causes of grassroots staff turnover were analyzed from multiple aspects within the company.Finally,in view of the main causes of grassroots staff turnover,combined with the development needs of A water company,put forward targeted suggestions and countermeasures such as optimizing the performance appraisal scheme,establishing a grid-based promotion system,developing a perfect training system,optimizing the salary and reward system,improving the cost of leaving the grassroots staff,establishing a database of in-service employees,and making career planning for grassroots staff.