Research On The New Generation Of Grassroot Employee Turnover Problems In H Company

With the development of economic globalization,C hina has become an important manufacturing country in the world economy.As the main group in manufacturing industry,grassroots employees are directly related to the production capacity of enterprises.However,as the new generation of grassroots employees gradually become the main workforce,high labor turnover of grassroots employees becomes a serious problem.H company faces such a problem.In this large manufacturing enterprise with more than 5,000 employees,the new generation of grassroots employees accounts for half of the total number of grassroots employees.However,the loss of new generation of grassroots employees accounts for 80% of the total loss of grassroots employees.As more and more new generation of employees who grow up in the new era to enter the workplace in the future,the proportion of new generation of grassroots employees will increase,and the problem of high turnover rate of the new generation of grassroots employees will become more serious.High turnover rate will bring a lot of negative effects to H Company.Therefore,solving the problem of the loss of the new generation of grassroots employees has become an important issue that H company is currently facing.This thesis focuses on the problem of the new generation of grassroots employees turnover in H company.Firstly,the author reviewed the relevant theories of employee turnover and existing studies at home and abroad,which established the direction of the research.Afterwards,the information about the turnover of the new generation of grassroots employees in H company was collected.O n-the-job Satisfaction surveys and interviews with resigned employees were conducted to determine the main reasons affecting the turnover rate.The results indicate that several factors lead to the employee turnover,which included :low cost of resignation because of diverse employment opportunities,conflict between the corporate culture and the values of the new generation employees,lack of competitiveness and fairness in salary,limited career advancement,poor working conditions and a monotonous work environment,and family reasons such as the physical condition of employees or their family members,or conflict between family affairs and work,etc.Finally,based on the theoretical knowledge learned by the author and the actual situation of H Company,the author proposes solutions targeting seven aspects: optimizing the interview process and job assignment mechanism,optimization of person-job matching model,optimization the induction process,expanding the career development channel,optimizing the working environment and utilizing intelligent tools,improving corporate culture and employee care,and cultivating leadership charm.The proposed solutions can be beneficial for H Company to solve the problem of high turnover rate of the new generation of grassroots employees.It also provides reference for other enterprises with similar problems.