随着社会经济的快速发展，企业人力资源管理面临更多挑战。特别是随着“90后”新生代员工的大量进入职场，离职率屡创新高。在这种形势下，如何加强企业人力资源管理，为企业的发展奠定良好的基础，值得深入探讨。离职现象在今天变得越来越普遍，员工离职分析已经成为人力资源管理研究的一项重要领域。离职分析的目的在于通过对员工离职现象的调查及分析，了解员工离职的原因及影响因素，掌握离职的规律，寻找降低员工离职率的对策，促进企业改进管理方式，保持企业稳定发展。 　　本文回顾了国内外企业员工离职研究现状，介绍了员工离职的相关概念及相关理论，提出员工离职对企业会产生显性和隐性的危害。论文通过对零售企业M公司2008年~2012年基层员工离职的现状资料进行统计分析，从宏观和微观上剖析了基层员工离职的原因。运用实地访谈和问卷调查方法，就影响基层员工离职的主要因素--企业文化、绩效管理、薪酬公平性及职业发展规划进行实证分析,得出做好企业文化的培养，营造一种尊重人、关心人、培养人的内部环境是留住人的基本条件；绩效、薪酬趋于公平，可以增加员工满意度，有利于降低基层员工离职率；重视员工激励性因素的满足，是长远留住人的重要条件等结论。最后为零售企业管理者提出减少员工离职的相应对策。旨在帮助公司留住一线价值员工，降低离职成本，稳定基层员工队伍，提升企业核心竞争力。

With the rapid development of social economy, the enterprise human resources management is facing more challenge. Especially with the "after 90" new generation of large numbers of employees in the workplace, the turnover rate reached record high. In this situation, how to strengthen the enterprise human resources management, to lay a good foundation for the development of enterprises, is worth discussing. Turnover phenomenon become more and more popular today, employee turnover analysis has become an important field of research on human resource management. Turnover analysis purpose is through the investigation and Analysis on employee turnover phenomenon, to understand the reason and influence factors of turnover, turnover of master, looking for the countermeasures to reduce staff turnover rate, promote the enterprises to improve management, to maintain the stable development of enterprises. 　　　This paper reviews the research status of employees of enterprises at home and abroad, introduces the related concepts of employee turnover and the related theories, the harm of employee turnover will have a dominant and recessive to the enterprise. The statistical analysis was performed using data of turnover on retail enterprise M company in 2008 ~2012 years of the grass-roots staff, analyzes the causes of turnover of staff from the macroscopic and microcosmic. Using interviews and questionnaire survey methods, main factors that influence the grass-roots staff turnover -- enterprise culture, performance management, salary fairness and occupation development planning for empirical analysis, obtains the good enterprise culture, build a kind of respect for people, caring for people, cultivate people's internal environment is the basic condition to keep the performance,; compensation tends to be fair, can increase employee satisfaction, reduce staff turnover rate; pay attention to employee incentive factors to meet, is a long-term keep the important conditions. Finally, for the retail enterprise managers to reduce employee turnover in the proposed corresponding countermeasures. To help the company to retain a valuable employee, reduce turnover costs, stable staff team, enhance the core competitiveness of enterprises.