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EST analysis 4
2.2.3   Needs and wants analysis 5
2.2.4   SWOT analysis 10
3. Project Objective and Hypothesis 11
   3.1 Project Objective 11
  3.2 Project Hypothesis 12
4. Project Rationale 12
5. Project Design  14
   5.1 Planning of Activities 14
     5.1.1 Specific plan of activities 14
5.1.2 Critical path 15
5.1.3 Time scale 18
     5.1.4 The people involved in this project and their responsibilities 19
   5.2 Costing 20
   5.3 Risks analysis 21
   5.4 Management and control 22
6. Project Implementation 23
6.1 General Introduction of Time, Place of Project Implementation 23
  6.2 The working steps of implementation 23
  6.3 Monitoring 24
7. Results and Discussion   24
  7.1 Results 24
  7.2 Discussion 26
8. Conclusion 27
Reference 28
Appendix: Reason of Employees’ Resignation Questionnaire  28
 

How to retain the talents in Wide Horizon Company

1. Project Introduction
I worked as an intern in the Wide Horizon Company for one year from July, 2009 to July, 2010. My work mainly was to find the key reason of the high staff turnover rate and provided resolution with the guidance of HR managers.
According to the existing data, the turnover rate in Wide Horizon Company is rising in the last several years, and in 2009, it is nearly 20%, which means that staff turnover has became a serious problem and need to take steps to change this situation .
 In fact, in recent years, Wide Horizon Company has a rapid development and great expansion. It focused on high-end real estate, thus, it has a great need of high quality employees, except for the direct loss, and the high turnover rate has more future negative impact in this rapid developmental stage. While the data show that the technical employees and marketing employees are more likely to resign than administrative employees , in 2009, the turnover rate of technical employees was 17 % , that of marketing employees was 28% and administrative employees was 12 %, moreover, the employees has bachelor and above education were more likely to resigned in 2009, as the turnover rate was 23% which was higher than the average level, Which means that the core employee in Wide Horizon Company has a very high turnover rate.  
If the flow of talent of the enterprises beyond a certain range (the turnover rate should generally be controlled less than 7%), it become a very serious problem. High turnover rate will increase the cost of recruiting and training new employees for the organization, and may even affect the short-term productivity of the organization, resulting in many negative effects. According to the report of American Management Association, the cost of replacing an employee's annual salary at least equal to 30% of yearly salary of the employee, and for the position which require the skills is shortage, the cost is 1.5 times or more than the employee’s annual salary.
The reasons that employees resigned mainly are two categories: the first category mainly are salary, promotion, supervisor relations, work opportunities and job challenges; the second category personal reasons, such as health, retirement, st本论文由英语论文网提供整理，提供论文代写，英语论文代写，代写论文，代写英语论文，代写留学生论文，代写英文论文，留学生论文代写相关核心关键词搜索。