Research On Employee Turnover Behavior Of Nanchang M Company

Since entering the 21 st century,human resources,the most potential,active and reliable development factor,have played an important supporting role in promoting the sustainable development of enterprises.General Secretary Xi Jinping pointed out that "we must put the development of human resources in the highest priority position of scientific and technological innovation,and reform the mechanism of talent training,introduction,and use",talent is the first resource,and the development of social economy at this stage is,in the final analysis,for the all-round development of people,hard power,soft power,in the final analysis,it depends on the strength of talents.However,at this stage,the changes in the market environment and employment environment have aggravated the uncertainty of the development of many enterprises,and a series of problems that need to be solved urgently,such as the high turnover rate of employees in Nanchang M company,resulting in a relatively serious brain drain,if the development of enterprises lacks the support of talents,it will become a source of no water and weaken the competitiveness of enterprises.Based on the above background,in order to effectively deal with the employee turnover problems encountered in the development process of Nanchang M company,this thesis conducts empirical research on Nanchang M company,selects the resignation personnel and management of Nanchang M company for interview research,and uses the developed mature scale to make a questionnaire on the company’s current situation,and uses the SPSS statistical analysis tool to analyze the influencing factors of employee turnover and its intensity.The study found that long-term development,work preference,marital status,salary and treatment,management mechanism,and interpersonal relationship were significantly negatively correlated with employee departure.Finally,combined with the theory of resignation,a comprehensive analysis is carried out,and the influence of employee resignation behavior by the organizational,personal and social factors is summarized,among which the organizational factors mainly includes lack of incentive in salary and treatment,difficulty in promotion,mismatch between people and positions,defects in management system,and interpersonal conflicts.The personal factors mainly includes employees’ family factors and personal development planning;The social factors includes the industry’s environmental impact,employee re-selection,and mobility opportunities provided by new jobs.While analyzing the reasons for the staff dimission of M company in Nanchang,the study puts forward the following countermeasures to solve the problem of staff dimission in order to motivate and retain talents.First,optimize the talent selection mechanism,by doing a good job evaluation and improve the talent selection system to solve the problem of personnel mismatch;Second,improve the compensation and welfare and performance management system,through optimizing the compensation system,to achieve people-oriented performance management and other ways to retain employees;Thirdly,it attaches importance to the personal development of employees and motivates them by improving the promotion system,strengthening training and learning,guiding them to formulate clear career development plans,listening to their opinions and suggestions,etc.Finally,it is necessary to optimize the talent retention mechanism,establish the dimission early warning mechanism and pay attention to the employee’s dimission interview.On the one hand,the research provides countermeasures basis to reduce the staff turnover rate of Nanchang M company,on the other hand also provides reference for our country Internet enterprises to solve the related problem of brain drain.