Construction employees and control liquidity risk Analysis

Abstract: With the development of market economy, increasing mobility of employees, to the serious impact of enterprise development. In this paper, the risk of staff turnover of construction enterprises have been studied in the analysis of the liquidity risk of the construction employees on the basis of the causes and effects from the same period in the early control of both control and make specific risk management measures.

Keywords: construction employees liquidity risk management

Human resources are the most important resource of modern business is the core competitiveness of enterprises form the key talent as a special kind of resources and commodities, liquid, always in the pursuit of its own best configuration of normal staff turnover for companies input of fresh blood, promote the company's survival of the fittest, will be conducive to long-term development when the company's employee turnover out of control, it will directly affect the stability and continuity of business operations, resulting into a very difficult business situation.


First, the construction characteristics of employees
(A construction composed of employees
Large numbers of construction companies to form more complex, involving the professional order to facilitate analysis of the above personnel can be divided into three categories: construction management, construction and technical personnel, construction personnel. Construction management including project managers and construction supervisors are mainly responsible for the overall planning, management, coordination, supervision and control of construction and technical personnel including architects, structural engineers, equipment engineers, responsible for the construction of the project technical design, control, etc. that is specific construction workers construction workers, mainly specific construction project construction and implementation.

(Two characteristic construction employees
1. Complex composed of staff. For most construction companies, the composition of its staff is more complex, but in practice both lower educational attainment experienced technical workers, but also a higher level of knowledge of college graduates, in addition to Some companies specifically the introduction of expert management and technical personnel of these people at different levels have their own characteristics and value targets for the realization of their value requirements are different, therefore, composed of construction companies by their employees system has a considerable complexity.

2. The layout was dispersed employees. Construction business as builders of the project is characterized by a significant liquidity and it's specific organization, with projects generally varies, usually based on the specific circumstances of the project formation of a suitable project management organization, and as the project ends, the next item beginning a new staff but also to adjust, so the construction company employees in its layout showing significant dispersion, strong liquidity characteristics .

3. Business professionals at all levels of construction characteristics. Construction enterprises can be divided into three categories of high-level personnel and general labor, construction management and construction and technical personnel is a high-level personnel, and construction workers are mostly ordinary labor. The characteristics of various types of employees can be summed up in Table 1-1:
Second, the liquidity risk of construction employees Analysis
(A technical and management personnel because the flow
Survey shows that turnover of construction enterprises are concentrated in project management and engineering classes, such as project managers, cost engineers and civil engineers and senior technicians, etc. caused by the flow of the main reasons they are:
1. Outside the enterprise environment. Rapid social and Economic development, providing people with a variety of more and more chance of success, personal development and freedom of choice has been greatly improved than in the past, human resources for a particular unit dependence smaller, and a growing expectation that their value can be the greatest play, mental or physical get a more satisfactory return, if not achieve these goals, he will have the flow of ideas.

2. Lack of internal environment (1 lack of effective employment mechanism, which is a lot of state-owned construction enterprises are problems, but also a fundamental problem. We will recognize the importance of employees, but can not keep supporting measures, often broadly say that we must focus on talent, not in action and initiatives, or step by step, lack of appropriate allocation of incentives, are basically the same big pot or pot or disguised.

(2 extensive management of individual units. Construction units, most of the implementation project management, a business often have dozens of projects spread throughout the country, varying levels of management, varies greatly. Individual projects, extensive management, there is no permissive, so that people of their own work and prospects of the doubts and concerns, resulting in the project staff.

(3 of personnel lack the necessary training and career planning and many construction companies on the cultivation of lack of planning, the use of light weight training, but do not pay attention to help them in career planning, and then added to the staff indifferent, so that this part of the talent of their own career prospects confused to leave.

(4 did not form a good corporate culture. A unique corporate culture does not own the unit, is unattractive. A good cultural atmosphere, enabling employees to work very happily, and enterprise integration and the formation of a kind of a good team. Links to free download http://www.hi138.com
3. Human self-awareness of bias (1 of construction enterprises lack understanding of the nature. Expectations too high, the general operational work is not interested, but the work has Nabuqilai, the comparisons are psychologically strong, easy to mental balance, think of leave.

(2 deficiency and all the necessary communication. Some students introverted, not good communication, interpersonal work and loss of confidence, and then lose enthusiasm for work and units, and ultimately chose to leave.

(3 escapism. Some people are not satisfied with the reality, there is no better place, desperation, chose that something to look forward to graduate school can find a better job.

(Two general labor mobility
Objectively speaking, the current majority of construction enterprises or labor-intensive, technology-based intelligence professional qualifications, supplemented by the construction organization. Ordinary labor of corporate identity is low, the small businesses of their binding, flows, especially frequent.

1. Social factors (1 degree of freedom to improve employment mechanism. Employment mechanism of brain drain rate with the degree of freedom into a positive relationship, the greater the degree of freedom that people easily lost in the more developed market economy cases, the movement is more frequent.

(2 society's attitude to the flow of talent. Social attitudes if approved, to encourage the flow of talent, will promote the flow of talent, and if the negative flow of talent, or a negative attitude will tend to have the flow of talent to exert varying degrees of psychological stress, hinder the flow of talent.

(3 macro-Economic situation. Economic boom periods, more employment opportunities, personnel flow, Economic downturn, high unemployment, relatively small flow of talent.

2. Organizational factors (1 pay is the direct cause of the flow of talent. Companies can not provide a reasonable, competitive pay, usually the direct cause of brain drain caused when employees feel the company can not pay salaries on behalf of its employees well value, or is not properly assess their contribution to the enterprise, they will choose to be paid more competitive salaries in enterprises to go.

(2 self-realization is a potential cause of the flow of talent, according to Maslow's theory, to meet the needs of low-level, the people will have a higher level of demand if the organization is not appropriate for the cause of human development, to meet their self-realization, the consequences will be brain drain.

(3) the gap between business managers and knowledge management on the unscientific nature of the way and many companies hold on the utilitarian value of talent, people who use one-sided pursuit of cost minimization. Simply to talent management and use of objects as , did not realize the value of talent to achieve their own personal needs, development needs and the attention, respect needs. Second is the business and personnel problems of communication, people can not understand the true wishes of the heart.

(4 organizational culture, organizational values ​​and individual cultural trends, personal values, inconsistencies, lack of good corporate culture, many people feel it difficult to integrate into the enterprise and the choice to leave. There are a lot of communication and coordination problems, less work exchange cooperate with each other less, some help information on the work are not well shared, so that people feel very isolated.

(5 enterprise performance appraisal system is unreasonable. Enterprise performance appraisal system is unreasonable, or inadequate, the lack of a reasonable assessment of the organization, incentives, if employees are not working correctly comprehensive evaluation and feedback, will be a long time affected employees. for the enthusiasm and creativity, reducing its work satisfaction, causing the flow of talent.

The role of internal factors than external influence to attract better employees for the loss.

3. Personal factors. Enterprises unable to retain people have many reasons, but the fundamental reason is that employees of the company's identity. The specific content of the recognition of the vital interests of employees, including the concerns many aspects such as the treatment of identity, identity development , interpersonal skills, recognition, recognition of future business, internal culture, identity, etc. of employees of enterprises with low degree of recognition is induced loss of the most fundamental reason.

In addition, the recognition of social enterprise, business position in the industry, the company's reputation, working to bring a sense of accomplishment, satisfaction, career prospects and so on from different areas to varying degrees, affect the stability of personnel. Share for free download http://www.hi138.com