Employee Turnover Analysis of one East China Electronic Manufacturing Company

• Main Authors: Shin-Feng Lu, 盧信峰
• Other Authors: 王精文
• Format: Others
• Language: zh-TW
• Published: 2013
• Online Access: http://ndltd.ncl.edu.tw/handle/56f7kc

碩士 === 國立中興大學 === 高階經理人碩士在職專班 === 101 === East China labor surplus so far, except the provinces of their own economic development needs, thereby decreasing the output of the original labor staff is the main problem of all company. This study analyzed case company stuff reasons for leaving, and identify resolves these factors and improve. Base on Case Company 2009-2012, 6861 former employees as the research object, the results are as follows: 1. The proportion of male and female employees originally scheduled for 35%: 65% (male: female = 1:1.85), but since 2009, female employees is not easy to recruit, the percentage is closer to 50%: 50% (female / male = 1: 1) in 2012 due to poor economic conditions, it is relatively difficult to find a job, so the proportion and then revert to a more 2. Involuntary separations (1.6%) proportion of relatively low (45.4%), in accordance with the formal application for resignation; self off (not informed nor do exit procedures) accounted for 53% at most. 3. Formal separation (number: 3,054) into five factors (Family busy 30%; Other 20%; studies 14%; married 11%, 10% in poor health) that accounted for 85% 4. Regardless of sex, under the age of one month the highest turnover rate (women 41%, men 36%). 5. The average strength of different generations (1960/70/80/90) (13.3 / August / 5.4 / 3.4 months) has been declining. The A due under the influence of the three factors of the Group''s strategy and the purchase of materials cost center performance considerations and their own management staff has been in a loss-making situation, so the staff that has been difficult to reduce, East China can learn from this study one month in three months in a variety of ways to leave is the norm, while the 1980/90 generation treatment is no longer the last salary and the formal reward and punishment can make it acceptable for their needs and can have a different way of thinking and the implementation of related measures and peer sincere communication, continuous improvement is the employees working longer, and the best way to reduce the turnover rate!