勞動法離職率

⑴ 法務崗試用期後離職率高嗎

法務的收入取決於：公司的收益，以及法務本人的能力。
一般高大上的企業，普通的法務收入都會有五六萬。法務里的一把手就很難估計也的收入了。但如果只是很普通的企業，法務工資也許就是三四千一個月。
資格證書有人力資源法務師資格證書。
人力資源法務師資格認證：
人力資源法務師是人力資源與法律事務相結合的新興職業，隨著勞動法，就業促進法、社保法等相關的法律法規出台，每一個在職的人力資源人士所涉及的工作范圍與職能將擴大，且要掌握相應的法律法規，及時妥善地處理各種糾紛案件是每一個在職人力資源管理者必備的趨勢。《人力資源法務師》課程是運用和結合人力資源和社會保障法律法規作用於人力資源管理過程，使人事管理科學化，規范化為企業及勞動者合法合理解決相關的勞動糾紛。旨在讓學員在最短時間學習並掌握人力資源管理法務知識，破解勞資關系，為企業減少管理成本。人力資源管理知識與國際前沿接軌，更好地完善人力資源工作者的能力與素養，鑄就高級法律與人力資源雙向復合型人才。

一、《人力資源法務師》培訓課程內容
第一部分 勞動就業制度
第一章 就業服務與就業管理
第二章 員工招聘
第三章 法律責任
第二部分 勞動管理制度
第一章 勞動合同制度概述
第二章 勞動合同的訂立
第三章 試用期制度
第四章 勞動合同的履行與變更
第五章 企業裁員 勞動合同的解除
第六章 勞動合同續延與終止
第七章 勞動報酬制度 經濟補償及賠償制度
第八章 工作時間制度 休假制度
第九章 特殊員工的勞動管理
第十章 企業規章制度建設
第十一章 勞務派遣用工制度
第十二章 非全日制用工制度
第十三章 特殊情況下的用工形式
第三部分 社會保障制度
第一章 社會保險制度
第二章 住房公積金制度
第四部分 勞動保障監察制度
第一章 勞動監察概述
第二章 其他部門勞動監督檢查
第五部分 勞動爭議處理制度
第一章 勞動爭議成因和預防
第二章 勞動爭議案件調解
第三章 勞動爭議案件仲裁審理
第六部分 企業用工法律風險的有效規避和防範
第七部分 勞動立法的趨勢與展望
二、培訓對象
本專業或相關專業人員；從事人事工作的相關管理人員；政府機關、事業單位人事部法務從業人員；為企業或機構提供人力資源咨詢的勞務公司、人才服務公司等專業人員等。
三、人力資源法務師報考條件
（一） 中級人力資源法務師報考條件:（以下條件具備其中之一即可）
(1)具有大學專科學歷(含同等學歷)，從事本職業工作2年以上；
(2)取得大學本科學歷證書後，從事本職業工作1年以上。
(3)具有碩士研究生及以上學歷證書。
（二） 高級人力資源法務師報考條件:（以下條件具備其中之一即可）
(1)具有大學專科學歷(含同等學歷)，從事本職業工作3年以上；
(2)取得中級人力資源法務師職業證書後，從事本職業工作2年以上；
(3)取得大學本科學歷證書後，從事本職業工作2年以上；
(4)取得碩士研究生及以上學歷證書後，從事本職業工作1年以上。
四、《人力資源法務師》報名所需材料
最高學歷證明，工作履歷表，身份證復印件，小二寸藍底證件照。
五、《人力資源法務師》證書頒發機關：
由中華人民共和國人力資源和社會保障部中國就業培訓技術指導中心（CETTIC）頒發高、中級《人力資源法務師》職業崗位能力證書；

⑵ 大家有新勞動法的英文版本嗎

Labor Law of People's Republic of China

LABOR LAW OF PEOPLE』 S REPUBLIC OF CHINA
Promulgated on July 5 1994
Table of Contents
CHAPTER I. GENERAL PROVISIONS (Sections 1-9)
CHAPTER II. PROMOTION OF EMPLOYMENT (Sections 10-15 )
CHAPTER III. LABOR CONTRACTS AND COLLECTIVE CONTRACTS (Sections 16-35 )
CHAPTER IV. WORKING HOURS, REST AND VACATIONS (Sections 36-45)
CHAPTER V. WAGES (Sections 46-51 )
CHAPTER VI. OCCUPATIONAL SAFETY AND HEALTH (Sections 52-57 )
CHAPTER VII. SPECIAL PROTECTION FOR FEMALE STAFF AND JUVENILE WORKERS (Sections 58-65 )
CHAPTER VIII. VOCATIONAL TRAINING (Sections 66-69 )
CHAPTER IX. SOCIAL INSURANCE AND WELFARE (Sections 70-76)
CHAPTER X. LABOR DISPUTES (Sections 77-84 )
CHAPTER XI. SUPERVISION AND INSPECTION (Sections 85-88)
CHAPTER XII. LEGAL RESPONSIBILITY (Sections 89-105 )
CHAPTER XIII. SUPPLEMENTARY PROVISIONS (Sections 106-107 )

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CHAPTER I. GENERAL PROVISIONS
Section 1. This Law is formulated in accordance with the Constitution in order to protect the legitimate rights and interests of laborers, readjust labor relationship, establish and safeguard a labor system suited to the socialist market economy, and promote economic development and social progress.
Section 2. This Law applies to all enterprises and indivial economic organizations (hereafter referred to as employing units) within the boundary of the People's Republic of China, and laborers who form a labor relationship therewith.
State organs, institutional organizations and societies as well as laborers who form a labor contract relationship therewith shall follow this Law.
Section 3. Laborers shall have the right to be employed on an equal basis, choose occupations, obtain remuneration for their labor, take rest, have holidays and leaves, obtain protection of occupational safety and health, receive training in vocational skills, enjoy social insurance and welfare, and submit applications for settlement of labor disputes, and other rights relating to labor as stipulated by law.
Laborers shall fulfil their labor tasks , improve their vocational skills, follow rules on occupational safety and health, and observe labor discipline and professional ethics.
Section 4. The employing units shall establish and perfect rules and regulations in accordance with the law so as to ensure that laborers enjoy the right to work and fulfil labor obligations.
Section 5. The State shall take various measures to promote employment, develop vocational ecation, lay down labor standards, regulate social incomes, perfect social insurance system, coordinate labor relationship, and graally raise the living standard of laborers.
Section 6. The State shall advocate the participation of laborers in social voluntary labor and the development of their labor competitions and activities of forwarding rational proposals, encourage and protect the scientific research and technical renovation engaged by laborers, as well as their inventions and creations; and commend and award labor models and advanced workers.
Section 7. Laborers shall have the right to participate in and organize trade unions in accordance with the law.
Trade Unions shall represent and safeguard the legitimate rights and interests of laborers, and independently conct their activities in accordance with the law.
Section 8. Laborers shall, through the assembly of staff and workers or their congress, or other forms in accordance with the provisions of laws, rules and regulations, take part in democratic management or consult with the employing units on an equal footing about protection of the legitimate rights and interests of laborers.
Section 9. The labor administrative department of the State Council shall be in charge of the management of labor of the whole country.
The labor administrative departments of the local people's governments at or above the county level shall be in charge of the management of labor in the administrative areas under their respective jurisdiction.
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CHAPTER II. PROMOTION OF EMPLOYMENT
Section 10. The State shall create conditions for employment and increase opportunities for employment by means of the promotion of economic and social development.
The State shall encourage enterprises, institutional organizations, and societies to initiate instries or expand businesses for the increase of employment within the scope of the stipulation of laws, and administrative rules and regulations.
The State shall support laborers to get jobs by organizing themselves on a voluntary basis or by engaging in indivial businesses.
Section 11. Local people's governments in various levels shall take measures to develop various kinds of job-introction agencies and provide employment services.
Section 12. Laborers shall not be discriminated against in employment, regardless of their ethnic community, race, sex, or religious belief.
Section 13. Females shall enjoy equal rights as males in employment. It shall not be allowed, in the recruitment of staff and workers, to use sex as a protext for excluding females from employment or to raise recruitment standards for the females, except for the types of work or posts that are not suitable for females as stipulated by the State.
Section 14. Where there are special stipulations in laws, rules and regulations on the employment of the disabled, the personnel of national minorities, and demobilized army men, such special stipulations shall apply.
Section 15. No employing units shall be allowed to recruit juveniles under the age of 16.
Units of literature and art, physical culture and sport, and special arts and crafts that need to recruit juveniles under the age of 16 must go through the formalities of examination and approval according to the relevant provisions of the State and guarantee their right to compulsory ecation.
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CHAPTER III. EMPLOYMENT CONTRACTS AND COLLECTIVE AGREEMENTS
Section 16. A labor contract is the agreement reached between a laborer and an employing unit for the establishment of the labor relationship and the definition of the rights, interests and obligations of each party.
A labor contract shall be concluded where a labor relationship is to be established.
Section 17. Conclusion and modification of a labor contract shall follow the principles of equality, voluntariness and unanimity through consultation, and shall not run counter to the stipulations of laws, administrative rules and regulations.
A labor contract once concluded in accordance with the law shall possess legal binding force. The parties involved must fulfil the obligations stipulated in the labor contract.
Section 18. The following labor contracts shall be invalid:
(1) labor contracts concluded in violation of laws, administrative rules and regulations; and
(2) labor contracts concluded by resorting to such measures as cheating and intimidation.
An invalid labor contract shall have no legal binding force from the very beginning of its conclusion. Where a part of a labor contract is confirmed as invalid and where the validity of the remaining part is not affected, the remaining part hall remain valid.
The invalidity of a labor contract shall be confirmed by a labor dispute arbitration committee or a people's court.
Section 19. A labor contract shall be concluded in written form and contain the following clauses:
(1) term of labor contract;
(2) contracts of work;
(3) labor protection and working conditions;
(4) labor remuneration;
(5) labor disciplines;
(6) conditions for the termination of a labor contract; and
(7) responsibility for the violation of a labor contract.
Apart from the required clauses specified in the preceding paragraph, other contents in a labor contract may be agreed upon through consultation by the parties involved.
Section 20. The term of a labor contract shall be divided into fixed term, flexible term or taking the completion of a specific amount of work as a term.
In case a laborer has kept working in a same employing unit for ten years or more and the parties involved agree to extend the term of the labor contract, a labor contract with a flexible term shall be concluded between them if the laborer so requested.
Section 21. A probation period may be agreed upon in a labor contract. The longest probation period shall not exceed six months.
Section 22. The parties involved in a labor contract may reach an agreement in their labor contract on matters concerning keeping the commercial secrets of the employing unit.
Section 23. A labor contract shall terminate upon the expiration of its term or the emergence of the conditions for the termination of the labor contract as agreed upon by the parties involved.
Section 24. A labor contract may be revoked upon agreement reached between the parties involved through consultation.
Section 25. The employing unit may revoke the labor contract with a laborer in any of the following circumstances:
(1) to be proved not up to the requirements for recruitment ring the probation period;
(2) to seriously violate labor disciplines or the rules and regulations of the employing unit;
(3) to cause great losses to the employing unit e to serious dereliction of ty or engagement in malpractice for selfish ends; and
(4) to be investigated for criminal responsibilities in accordance with the law.
Section 26. In any of the following circumstances, the employing unit may revoke a labor contract but a written notification shall be given to the laborer 30 days in advance;
(1) where a laborer is unable to take up his original work or any new work arranged by the employing unit after the completion of his medical treatment for illness or injury not suffered at work;
(2) when a laborer is unqualified for his work and remains unqualified even after receiving a training or an adjustment to any other work post; and
(3) no agreement on modification of the labor contract can be reached through consultation by the parties involved when the objective conditions taken as the basis for the conclusion of the contract have greatly changed so that the original labor contract can no longer be carried out.
Section 27. During the period of statutory consolidation when the employing unit comes to the brink of bankruptcy or runs into difficulties in proction and management, and if rection of its personnel becomes really necessary, the unit may make such rection after it has explained the situation to the trade union or all of its staff and workers 30 days in advance, solicited opinions from them and reported to the labor administrative department.
Where the employing unit is to recruit personnel six months after the personnel rection effected according to the stipulations of this section, the reced personnel shall have the priority to be re-employed.
Section 28. The employing unit shall make economic compensations in accordance with the relevant provisions of the State if it revokes its labor contracts according to the stipulations in section 24, section 26 and section 27 of this Law.
Section 29. The employing unit shall not revoke its labor contract with a laborer in accordance with the stipulations in section 26 and section 27 of this Law in any of the following circumstances:
(1) to be confirmed to have totally or partially lost the ability to work e to occupational diseases or injuries suffered at work;
(2) to be receiving medical treatment for diseases or injuries within the prescribed period of time;
(3) to be a female staff member or worker ring pregnant, puerperal, or breast-feeding period; or
(4) other circumstances stipulated by laws, administrative rules and regulations.
Section 30. The trade union of an employing unit shall have the right to air its opinions if it regards as inappropriate the revocation of a labor contract by the unit. If the employing unit violates laws, rules and regulations or labor contracts, the trade union shall have the right to request for reconsideration. Where the laborer applies for arbitration or brings in a lawsuit, the trade union shall render him support and assistance in accordance with the law.
Section 31. A laborer who intends to revoke his labor contract shall give a written notice to the employing unit 30 days in advance.
Section 32. A laborer may notify at any time the employing unit of his decision to revoke the labor contract in any of the following circumstances:
(1) within the probation period;
(2) where the employing unit forces the laborer to work by resorting to violence, intimidation or illegal restriction of personal freedom; or
(3) failure on the part of the employing unit to pay labor remuneration or to provide working conditions as agreed upon in the labor contract.
Section 33. The staff and workers of an enterprise as one party may conclude a collective contract with the enterprise on matters relating to labor remuneration, working hours, rest and vacations, occupational safety and health, and insurance and welfare. The draft collective contract shall be submitted to the congress of the staff and workers or to all the staff and workers for discussion and adoption.
A collective contract shall be concluded by the trade union on behalf of the staff and workers with the enterprise; in enterprise where the trade union has not yet been set up, such contract shall be also concluded by the representatives elected by the staff and workers with the enterprise.
Section 34. A collective contract shall be submitted to the labor administrative department after its conclusion. The collective contract shall go into effect automatically if no objections are raised by the labor administrative department within 15 days from the date of the receipt of a of the contract.
Section 35. Collective contracts concluded in accordance with the law shall have binding force to both the enterprise and all of its staff and workers. The standards on working conditions and labor payments agreed upon in labor contracts concluded between indivial laborers and the enterprise shall not be lower than those as stipulated in collective contracts.
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CHAPTER IV. WORKING HOURS, REST AND VACATIONS
Section 36. The State shall practice a working hour system under which laborers shall work for no more than eight hours a day and or more than 44 hours a week on average.
Section 37. In case of laborers working on the basis of piecework, the employing unit shall rationally fix quotas of work and standards on piecework remuneration in accordance with the working hour system stipulated in section 36 of this Law.
Section 38. The employing unit shall guarantee that its staff and workers have at least one day off in a week.
Section 39. Where an enterprise cannot follow the stipulations in section 36 and section 38 of this Law e to its special proction nature, it may adopt other rules on working hours and rest with the approval of the labor administrative department.
Section 40. The employing unit shall arrange holidays for laborers in accordance with the law ring the following festivals:
(1) the New Year's Day;
(2) the Spring Festival;
(3) the International Labor Day;
(4) the National Day; and
(5) other holidays stipulated by laws and regulations.
Section 41. The employing unit may extend working hours e to the requirements of its proction or business after consultation with the trade union and laborers, but the extended working hour for a day shall generally not exceed one hour; if such extension is called for e to special reasons, the extended hours shall not exceed three hours a day under the condition that the health of laborers is guaranteed. However, the total extension in a month shall not exceed 36 hours.
Section 42. The extension of working hours shall not be subject to restriction of the provisions of section 41 of this Law under any of the following circumstances:
(1) where emergent dealing is needed in the event of natural disaster, accident or other reason that threatens the life, health and the safety of property of laborers;
(2) where prompt rush repair is needed in the event of breakdown of proction equipment, transportation, lines or public facilities that affects proction and public interests; and
(3) other circumstances as stipulated by laws, administrative rules and regulations.
Section 43. The employing unit shall not extend working hours of laborers in violation of the provisions of this Law.
Section 44. The employing unit shall, according to the following standards, pay laborers remunerations higher than those for normal working hours under any of the following circumstances;
(1) to pay no less than 150 per cent of the normal wages if the extension of working hours is arranged;
(2) to pay no less than 200 per cent of the normal wages if the extended hours are arranged on days of rest and no deferred rest can be taken; and
(3) to pay no less than 300 per cent of the normal wages if the extended hours are arranged on statutory holidays.
Section 45. The State shall practice a system of annual vacation with pay.
Laborers who have kept working for one year and more shall be entitled to annual vacation with pay. The concrete measures shall be formulated by the State Council.
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CHAPTER V. WAGES
Section 46. The distribution of wages shall follow the principle of distribution according to work and equal pay for equal work.
The level of wages shall be graally raised on the basis of economic development. The State shall exercise macro-regulations and control over the total wages.
Section 47. The employing unit shall independently determine its form of wage distribution and wage level for its own unit according to law and based on the characteristics of its proction and business and economic results.
Section 48. The State shall implement a system of guaranteed minimum wages. Specific standards on minimum wages shall be determined by the people's governments of provinces, autonomous regions or municipalities directly under the Central Government and reported to the State Council for the record.
Wages paid to laborers by the employing unit shall not be lower than the local standards on minimum wages.
Section 49. The determination and readjustment of the standards on minimum wages shall be made with reference to the following factors in a comprehensive manner:
(1) the lowest living expenses of laborers themselves and the average family members they support;
(2) the average wage level of the society as a whole;
(3) labor proctivity;
(4) the situation of employment; and
(5) the different levels of economic development between regions.
Section 50. Wages shall be paid monthly to laborers themselves in form of currency. The wages paid to laborers shall not be dected or delayed without justification.
Section 51. The employing unit shall pay wages to laborers who observe statutory holidays, take leaves ring the periods of marriage or funeral, or participate in social activities in accordance with the law.

⑶ 新勞動法與老舊板勞動法那些地方有所變動『

增加了勞務派遣和集體合同內容，還有更具象的合同期限、罰則等條件。

⑷ 工廠員工離職率比較高，請問對於離職率高的問題該從什麼地方入手去解決

離職是所有企業都來會遇到的問題。自
從企業面來講，主要四大原因，依次為：
1、待遇比同類企業低。鼓勵績效、升遷的機遇少。
2、職工福利條件比其他企業差。
3、工作量、責任制長期超過勞動法規定的標准。
4、上下級、同事間關系不融洽。
從員工面來講，主要四大原因，依次為：
1、外企高薪高福利輕松工作吸引。
2、家庭、婚姻、生活居住問題。
3、企業文化氛圍和員工學習成長機制。
4、個人愛好、性格問題。
以上為改善思路，但由於最敏感的待遇問題和企業老闆的賺錢影響太大，不下功夫不是很容易解決哦。

⑸ 如何解決紡織企業高離職率的問題

離職率高並不是紡織企業才有，現在幾乎所有的企業離職率都很高。

這是一個目前社會普遍問題。說起來還是容易，實踐起來比較難：
1、 在招聘員工時，做到明確招聘崗位與招聘人數，提前做好崗位說明，確定招聘條件，做到有經驗（節約成本，短時間能做出成績）與無經驗（有培養潛力，為公司做人才儲備）結合，能力與潛力結合； 2、 從初試到復試到崗前培訓，做出嚴格與合理的流程，通過每一項有針對性的考核，來衡量員工各方面條件，找到適合公司的人作為此階段的核心目標； 3、 為員工提供具有行業競爭力的薪金及福利待遇，合理利用2/8原則； 4、 完善培訓計劃、內容及目標，增添崗位實際工作模擬培訓，企業文化培訓，員工德育培訓，公司發展方向和目標培訓，員工職業規劃及行業現狀與前景培訓； 5、 制定明確的崗位職責與部門制度，合理的工作流程，做到權責分明，合理介面，不讓員工做不屬於自身崗位的工作； 6、 制定科學的獎懲制度，獎罰分明，工作量化，績效評估； 7、 完善每日例會及周例會，做到當天問題當天解決； 8、 定期、不定期組織員工進行有針對性的培訓，不僅僅是上級領導或自身員工進行，請專業外來講師更宜吸收； 9、 定期組織員工活動，如爬山、拓展等，增加公司各團隊成員相互了解； 10、 為員工提供更良好的工作環境與氛圍； 11、 對公司骨乾重點進行提高培訓，尤其是工作能力與執行力方面； 12、 定期指導員工工作，不斷為員工安排新的目標，挑戰自我，並讓員工目標與企業目標結合； 13、 及時了解員工心裡動態，對不符合企業發展的員工堅決清除； 14、 對違反用工協議的員工，在用工協議或補充內規定重罰，並可明確規定公司會通過各種手段對其行為進行懲罰，如在行業同行內的通告等，也可通過對員工每月崗位工資或福利中進行暫扣，每滿一季度返還，但好像不符合勞動法； 15、 每月讓員工進行自我評估和滿意度調查，使員工一方面感覺自身還沒有做得更好一方面可以提出自己的意見； 16、 落實和執行一定要提升到公司發展和存亡的高度，明確責任人，保證公司的每一項制度或規定等都能落到實處並得到有力和持續的執行；

⑹ 麥當勞辭職說什麼90天離職率不讓走

麥當勞辭職說什麼90天離職率不讓走，你可以給他干三個月，然後再走。要是干不夠90天，可能公司會沒有著落。

⑺ 員工離職的離職概述

根據美國勞動力市場的調查研究，在員工離職整體中，大約20%的屬於必然離職，而必然離職在企業員工離職整體中所佔的比例是穩定且較低的；而其他80%的離職都屬於可避免離職，能夠減少甚至消滅這部分離職就是管理的任務和價值所在。任何有效的管理舉措都將降低離職所引發的管理成本。
離職員工也是企業的人力資源，要善於利用這筆資源。
員工離職率=離職人數/平均在職人數=離職人數/[（期初人數+期末人數）
員工離職在性質上可以分為雇員自願離職和非自願離職。自願離職包括員工辭職和退休；非自願離職包括辭退員工和集體性裁員。在離職各種類中，退休是對符合法定退休條件的雇員的一種福利待遇，在正常環境下其數量和比例具有可預期性，其發生對於企業更新人員年齡結構具有正面價值。集體性裁員只發生在企業經營出現嚴重困難，只能通過裁員降低成本的情況，是一種偶發行為，一般在離職分析中不予考慮。企業辭退員工往往是對行為嚴重違反企業規定或者無法達到工作崗位要求的員工懲罰，這部分離職由於其懲罰性，在離職整體中只佔極少部分。
企業需要真正關注的是對員工辭職的管理。辭職也可以分為兩種情況。一種是企業認為不符合企業文化或企業內競爭的要求，在企業內部績效評定中處於被列人競爭淘汰行列的員工，企業往往通過較低的加薪、緩慢的升遷等制度或方式暗示員工主動辭職，從而規避給付員工經濟賠償金。另一種才是真正意義上的企業內部人才流失，即那些有利於企業運營和成長，是屬於企業留才范圍中的那部分員工的離職。
一般來說員工離職的主要原因有三個：
1、外部因素：社會價值觀、經濟、法律、交通以及求才市場競爭者因素。
2、組織內部因素：薪資福利不佳、不滿上司領導風格、缺乏升遷發展機會、工作負荷過重壓力大、不受重視無法發揮才能等。
3、個人因素：家庭因素、人格特質、職業屬性以及個人成就動機因素。
1、益處。其他性質的離職，如競爭淘汰、退休和辭退等，雖然會在短期內構成一部分離職重置成本，但從長期來看，能夠促進企業優化人員年齡結構、知識結構和個性結構，從而推動企業長期的營業利潤增長。因而，對應不同性質的離職，必須區別對待，進而得到合適的管理結論。
2、弊端。離職帶來的人才流失對於企業的運營具有直接的負面影響。企業為了填補員工離職造成的崗位空缺，不得不重新發布招募廣告、篩選候選人、錄用安置新員工，安排對新員工上崗前的培訓。這些費用都構成離職重置成本。離職重置成本往往還包括員工離職前三心二意工作造成的生產率損失，離職發生到新員工上崗前崗位空缺的效率損失，為培訓新員工以及和新員工和其他員工工作磨合損失的生產率，員工離職造成的組織知識結構不完整對生產率的影響，以及員工離職在職員中造成的人心動盪的效率損失，等等。人才流失無論從短期還是長期都對企業經營沒有任何益處，人才流失造成的離職重置成本會侵蝕企業營業利潤，造成企業營業利潤下降。
解決建議:
1、 在招聘員工時，做到明確招聘崗位與招聘人數，提前做好崗位說明，確定招聘條件，做到有經驗（節約成本，短時間能做出成績）與無經驗（有培養潛力，為公司做人才儲備）結合，能力與潛力結合；
2、 從初試到復試到崗前培訓，做出嚴格與合理的流程，通過每一項有針對性的考核，來衡量員工各方面條件，找到適合公司的人作為此階段的核心目標；
、及福利待遇，合理利用2/8原則；
4、 完善培訓計劃、內容及目標，增添崗位實際工作模擬培訓，企業文化培訓，員工德育培訓，公司發展方向和目標培訓，員工職業規劃及行業現狀與前景培訓；
5、 制定明確的崗位職責與部門制度，合理的工作流程，做到權責分明，合理介面，不讓員工做不屬於自身崗位的工作；
6、 制定科學的獎懲制度，獎罰分明，工作量化，績效評估；
7、 完善每日例會及周例會，做到當天問題當天解決；
8、 定期、不定期組織員工進行有針對性的培訓，不僅僅是上級領導或自身員工進行，請專業外來講師更宜吸收；
9、 定期組織員工活動，如爬山、拓展等，增加公司各團隊成員相互了解；
10、 為員工提供更良好的工作環境與氛圍；.
11、 對公司骨乾重點進行提高培訓，尤其是工作能力與執行力方面；
12、 定期指導員工工作，不斷為員工安排新的目標，挑戰自我，並讓員工目標與企業目標結合；
13、 及時了解員工心裡動態，對不符合企業發展的員工堅決清除；
14、 對違反用工協議的員工，在用工協議或補充內規定重罰，並可明確規定公司會通過各種手段對其行為進行懲罰，如在行業同行內的通告等，也可通過對員工每月崗位工資或福利中進行暫扣，每滿一季度返還，但好像不符合勞動法；
15、 每月讓員工進行自我評估和滿意度調查，使員工一方面感覺自身還沒有做得更好一方面可以提出自己的意見；
16、 落實和執行一定要提升到公司發展和存亡的高度，明確責任人，保證公司的每一項制度或規定等都能落到實處並得到有力和持續的執行；

⑻ 企業員工離職率、失業率加大，辭退率增加！企業會給員工相應的補償嗎

按勞動法企業辭退職工是有相應補償的，正規企業是這樣的。