I went to work before I went to work at ktv, so why didn't I go to work later!

For an organization, the normal flow of employees can optimize the personnel structure within the organization, while for a society, the flow of employees can realize the rational allocation and full utilization of human resources, which is the rationality and necessity of the flow of human resources. However, there are a lot of KTV at present, and for one reason or another, the employee turnover rate is extremely high, which seriously restricts the development of KTV.

Most job-hopping employees leave without saying hello to anyone, which brings difficulties to the management of KTV. Imagine how KTV could hastily find a suitable person to replace them without preparation. Therefore, some senior executives said with a helpless smile: Our KTV has now become a training school, constantly recruiting people, but constantly retaining people and lacking people. ...

At present, employee mobility has the following characteristics:

(A) high turnover rate.

(2) Knowledge-based talents flow frequently, and it is the loss of knowledge-based talents that brings huge losses to KTV.

(3) The flow of people is arbitrary, and most of them leave freely without any constraints.

An analysis of the causes of employee turnover

There are many reasons for the high turnover rate of employees, such as weak cohesion of KTV, low employee satisfaction, low distrust and recognition of KTV, excessive work pressure and poor working environment, which may all lead to employee turnover. In KTV practice, we can summarize the general influencing factors as follows:

(A) Personal factors of employees

Some employees pay more attention to the realization of their own value and the acquisition and promotion of their own knowledge. What they pursue is lifelong employability, not lifelong employment rice bowl. In order to update their knowledge, they are eager for education and training opportunities, so they hope to go to more and better KTV to gain new knowledge and experience and realize the value-added of their personal abilities. This feature makes this kind of employees have a high willingness to move. They want to try new jobs to cultivate other specialties and realize their personal value in the flow.

(B) KTV factor

There are many KTV's, because of the influence of many factors such as business philosophy, KTV culture, principles and policies, which lead to disharmony and imbalance between KTV's interests and employees' interests, and KTV's goals and employees' goals, resulting in many contradictions. If these contradictions are not resolved in time, employees may have the idea of leaving their jobs. These factors related to KTV mainly include:

1. The salary cannot reflect the contribution of employees or the salary is unfair. Salary is a reward for employees' labor, which can reflect the value of employees to some extent. Therefore, employees generally attach importance to salary. When employees feel that the salary given by KTV is relatively low or unfair internally, employees will be dissatisfied with KTV.

2. I can't see the long-term goal and strategic intention of KTV clearly. In the absence of goals, employees only passively participate in the work. Over time, employees' enthusiasm for work will be greatly reduced and their interest in work will be lost. As some employees often complain: "From the first day we entered the company, we just accepted the task and worked hard all day, not knowing what our work was for." Although someone is in charge, I really don't want to continue. "