Erfolgsfaktoren eines systematischen Employee Retention Managements

Since the beginning of the reform and opening-up policy in the late 1970s, an increasing number of German companies have been attracted to invest in China. To grow sustainably in the local market, these companies require qualified local personnel. However, in recent years, a shortage of skilled junior and leadership staff has emerged, leading to a war for talent and high turnover rates. Based on a detailed investigation of the causes of high turnover and the low commitment of Chinese employees to foreign companies, the author aims to identify approaches for sustainable employee retention in the German-Chinese context. In addition to a comprehensive theoretical examination of the target phenomenon of employee retention, various HRM instruments are analyzed for their effectiveness based on numerous studies.