Employee turnover survey report

The departure of employees has always been an important cause of internal fluctuations. Employers also do not want the talent team to constantly “shake” and change. A few days ago, the 2005 employee turnover rate survey report, which was researched by the Beijing Chinese and Foreign Enterprise Human Resources Association, was released. The report analyzed the company's turnover of more than 100 member units last year. Among them, the conclusion that the company's turnover rate is 13% is obtained. The survey analyzes the main reasons for leaving the company, the high-risk group and the high-risk period, and the undergraduate students' easy separation. The majority of enterprises and job seekers can grasp the talent flow. Some important pulse.

The three main reasons for leaving

Due to the influence of the objective environment, the reasons for the departure and replacement of talents at different stages are also different. So in the recent period, what factors have become the dominant factors influencing the "people's minds"? According to the survey report, “better development opportunities”, “family, health and other personal factors” and “dissatisfaction with salary and benefits” are the top three reasons for employee turnover.

The survey analysis shows that due to the rapid development of enterprises, job opportunities and the flow of talents are frequent. This also gives more people the opportunity to select the position that best suits their development. Hao Jian, a professional consultant for Zhaolian, said that now is the era of opportunities. The space for everyone to seek their own value and development has also greatly increased. It is a top priority for individuals to "run the future" and run a good future. Therefore, since society can provide more development opportunities, the flow of natural talents will increase accordingly. However, this kind of flow also needs to be reasonable. For example, the “clustering” type of concentration to some hot industries or occupations or a large number of cross-industry job-hopping is an abnormal turnover. In addition, today's competition is fierce, and the various pressures faced by talents are very large, and there are indeed cases where people can't afford it. The departure from “dissatisfaction with salary and benefits” has always been one of the important reasons for employee turnover.

Two periods of high turnover period

The development of enterprises is a long-term construction and planning, so the construction of the talent team also takes time. According to the survey of the turnover rate, the employee population after 2-3 years of work is the first high-risk stage of separation, and the new trend is that the employee population after the work for 7 years presents the second high-rising high turnover. Time period. Therefore, enterprises need to pay special attention when carrying out talent development planning. The survey results show that the employee turnover rate of 2-3 years is the highest, reaching 33%, while the working period is more than 5 years, it is relatively stable, but the employee turnover rate of working for more than 7 years has reached 16%, especially In the manufacturing industry, the turnover rate of employees exceeded 20%, showing a significant growth trend. The first model network to organize the article, the copyright belongs to the original author, the original source.

Undergraduate turnover is high, and wages are “inducements”

In this survey report, there is also a problem worthy of attention. The staff of the undergraduate degree is a group that is easy to leave compared with other employees of different levels. Its turnover rate has exceeded 60% in the service industry and other industry surveys, even in the manufacturing industry, reaching 31%, which is much higher than the low-education junior college students who thought it was easy to leave.

Experts believe that wages are one of the important reasons for the high turnover rate of undergraduate employees. This level of employees shows the higher the salary and the lower the employee turnover rate. For companies with low employee turnover rates, the average annual salary is generally more than double the average salary of companies with high turnover rates. Li Hongfei, a human resources expert, believes that employees with bachelor degrees are likely to leave their jobs. First, because the number of such groups is relatively large, the number of employed people is higher than that of graduate students and doctors, and is slightly lower than that of junior college students. However, the current employment situation is that undergraduates often seek lower positions than expected in the job search. Indeed, many students have to temporarily choose middle and low-level positions due to employment pressure. However, after accumulating certain social experience and work experience, employees of undergraduate degree generally seek to obtain more suitable positions. In other words, their room for improvement and potential and the driving force for their upward development are the greatest. However, it is worth noting that paying too much attention to actual income treatment also makes the departure of undergraduates seem blind and impetuous. This is a disadvantage that is greatly detrimental to the development of their own profession.