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QR Co., Ltd. Wuhu Reasons for Staff Leaving the Cenozoic and Countermeasures

Author: LiLing
Tutor: DuPengCheng
School: Anhui University
Course: Business Administration
Keywords: The new generation of employees Employee turnover Reason forleaving strategy
CLC: F272.92
Type: Master's thesis
Year: 2013
Downloads: 79
Quote: 0
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With the rapid development of Chinese economy, employees’ turnover has become an increasingly common phenomenon. The new generation of80’s and90’s begin to step into the workplace and gradually become the backbone enterprise line. But as the nation’s largest automobile manufacturing enterprises in Wuhu (hereinafter referred to as QR company) containing whole cars, power assembly and key parts of the R&D or manufacture, production and sales as one of the independent brand, the new generation employees’ turnover problem is serious.In the market competition, a company uses the competition to maintain a certain level flowing of employee, which can promote a company’s knowledge update, maintain the vitality in enterprises, improve the enterprise’s innovation consciousness. But the turnover rate is too high, generally indicate the existence of contradiction more serious, enterprise labor relations, emotional fluctuations, droping the cohesion of the enterprise, it can decrease the efficiency of human resources cost increase. For the new workplace,80’s and90’s employee s’turnover rate is as high as20%, and most of the employees willing to do that. This phenomenon makes us worry. High turnover rate is not only conducive to the development of their own employees but also a big problem which enterprises should focus on. For individual employees, frequently job changing is not good at the development of occupation career and their ability’s improvement. To the enterprise, the turnover of the new generation employees, not only bring a huge turnover cost burden for employers, as from the employee enters the company to the last, the company has been in training and investment which cost a lot of resources. Meanwhile it will cause the enterprise internal morale, reduce the work efficiency. At the same time, it has a negative impact on society. So it is important to reduce the generation of employee turnover rate by following ways:researching the related influencing factors and combining with the new generation of the employee’s own characteristics, finding the major factors which leads to the high turnover, and putting forward some suggestions.Firstly, this essay do the study of Chinese and foreign scholars on the phenomenon of employees voluntary turnover research in1950s, especially for the analysis of a comprehensive theoretical model and detailed discussion on reasons for leaving., finding the theoretical basis for the new generation employees who are willing to leave. I get the basic thoughts in why the new generation of employees want to change their jobs.According to the basic idea of my research, firstly the author took the deep research in Wuhu QR company’s workshop, and relevant departments to obtain first-hand information and the company’s specific data for why the new generation of employees voluntary changing jobs and produced the relevant tables as the study’s principal practical basis.In this paper, I mainly do the research and analysis to identify why the new generation of employees voluntary changing jobs in Wuhu QR Co. Ltd. There are seven main reasons as follows:salary and benefits, career’s development, company’s relationships, industry factors, work’s pressure, family reasons, do not agree with the company’s culture. For the specific reasons, I give the corresponding measures and using of Chinese and foreign scholars management theory and its models which founded by human resource, combining with the actual situation, I propose how to reduce the number of staff leaving the company and the proportion of specific measures and recommendations. Among them, for two main reasons that about the salary and career’s development causing the new generation of employees changing jobs, I take the further analysis, giving the basic model and specific policies in every part.

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CLC: > Economic > Economic planning and management > Enterprise economy > Enterprise planning and management decision - making > Corporate Administration > Personnel Management
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