Why do employees in the human resources department leave their jobs?

Why do employees leave their jobs? A book can't be finished. But one thing is certain, more than 80% of employees quit because of their feelings. Can employee turnover reflect the internal problems of the company? The following is my answer to the reasons why human resources employees leave their jobs, hoping to help you!

In most cases, the turnover rate of employees, especially the turnover rate of old employees, is actually a dual unemployment model. Why do HR employees leave their jobs?

Businessmen who have lost their business are familiar with the company's business and culture, losing business continuity, new business opportunities, customer resources, cultural background and even employees' feelings, which brings negative information dissemination and business transfer and inheritance, which new employees can't do, and increases labor costs such as risk, recruitment and training.

For employees, it is not always possible to get better results. He must bravely face the unknown risks such as the inadaptability of his new job, the inability to integrate into culture, the lack of friends, the difficulty in harmonious employee relations, the reduction of benefits, and the need to strive for promotion opportunities again.

There are only a few cases of success or failure (the company wants employees to leave or be promoted in all aspects of the new company), and there are few win-win situations. Most employees are forced to take this radical approach in exchange for psychological balance, so why don't you study the reasons for employees leaving in human resources?

Why do employees leave their jobs? What are they dissatisfied with? Let's talk about it today. Don't expect employees to leave the interview, tell you the real reason for leaving. More than 80% of employees quit, only considering the feelings and endurance of both parties. One of the reasons why employees leave their jobs is human resources.

From the analysis of the reasons for employees leaving at different levels, most of the reasons are different for grass-roots employees, middle-level employees and senior employees, and the latter will be specific to how to get employment and retain at different levels. Why do employees leave their jobs in the human resources approach?

Judging from the length of service, employees enter the company: they leave after two weeks, which is related to HR entering communication. I have been away for three months and can't adapt to the work and the work itself. Resignation within six months is directly related to the boss. About 2 years, and corporate culture. Leaving after 3 to 5 years, there is limited room for personal growth. After leaving for more than five years, the pace of personal progress is uneven.

In fact, each time period is still encapsulated inside. In the first two cases, it points to the date because HR should know what to do.

1, two weeks after graduation and two weeks after resignation, explaining the actual situation (including the first impression of the company environment, induction training, reception, treatment and system) and the expected gap of new employees. What we need to do is to make the actual situation as clear as possible during the interview, without concealing or exaggerating, so that the new employee can get to know his new owner objectively, so that there will be no huge psychological gap, and there is no need to worry that the novice can't reach his hand, and he will never stay when he walks. Then sort out all aspects of the system work, including recruitment, notification, reporting, induction training, job transfer and employment, and fully consider the feelings, internal needs, system planning and introduction of the newcomer, so that the newcomer can feel respected and concerned, and let him know what he wants to know. One of the main reasons why employees in the human resources department leave their jobs.

2, 3 months, 3 months to start, mainly related to the work itself. There are some problems, so it is necessary to seriously study why we should remedy them in time to reduce ineffective labor, work, work,

3, six months after joining the company and six months after leaving the company, most of the leaders and direct leaders, that is, the manager effect-the biggest influence factor that he can't achieve Excellence is his direct boss. The human resources department should find ways to let the managers of the company receive leadership training, and understand and master the qualities that grass-roots leaders should have. Managers understand the advantages of subordinates and match their advantages with their job responsibilities, so as to maximize the benefits of the company and let employees reflect his value. A good manager is a coach. He has the responsibility and obligation to explore the potential and advantages and cultivate his subordinates, which has become an important driving force for their success. The results of the leaders of the same department may be completely different, and the same performance of a group of employees may be the opposite. One may be passionate about team fighting, and the other may lead to complaints flying all over the sky, team slack and frequent turnover of personnel. One of the important reasons for employee turnover is human resources.

4. About 2 years of employment, about 2 years, related to corporate culture. Generally speaking, you have a full understanding of business, various ways of doing things, interpersonal relationships, human environment, authorization, career development, etc. These are all comprehensive, even including company strategy and boss's hobbies. Corporate culture, a good company, candidates will conduct a comprehensive study on the values of recruiting candidates, hoping that new employees can integrate into corporate culture and serve as building blocks for continuous cultural optimization. Corporate culture is not very good, and the values of candidates are not too high. Often only one-sided research. I hope they can purify and improve the cultural atmosphere, but things are back: first, their values may be a problem or defect. Second, even if their values tend to be positive, one's strength can't compare with the long-standing atmosphere. Third, new employees are trying to integrate into the team and try not to be so absurd, which is easier to absorb. Objective factors of employee turnover in human resources.

When the corporate culture conflicts with the values of new employees to a certain extent, or even reaches the key or breakthrough principle, it will lead to the collapse of the relationship, which is still inevitable. As an enterprise, I go to three provinces every day and realize the disadvantages of the company. The company is small in scale and needs a good working atmosphere to make employees happy.

5, 3 to 5 years to leave, career development. You can't learn new knowledge and skills, there is no room for salary increase, and there are no more advanced job vacancies. At this time, the best solution is to jump ship. But for enterprises, the employees at this stage should be the most valuable and the biggest loss. Therefore, it is necessary to design a reasonable career development channel according to the different demand structure of different types of employees. Understand the psychological dynamics of employees and listen to their voices. Investigate the relationship between supply and demand in the professional market, actively adjust the salary and design the work. Our goal is to retain employees, and other policies can be flexibly adjusted according to the situation. One of the reasons why employees leave their jobs is human resources.