The Study Of Enterprise HR Management Of New Generation Migrant Workers

With more and more entrants moving into big cities, the generations after80sand after90s are now becoming the major workforce in companies. This group ofsuch migrant workers is playing an irreplaceable role in social development. Theproblem of human resource management is increasingly apparent after the newgeneration of migrants is employed by enterprises. Thus to understand the problem ofHR management of new generation migrant workers and to find the solutions are notonly a contemporary issue, but also a significant subject that should be seriouslyresearched in current society. Though this thesis, the author also explores the HRmanagement problem of new generation migrant workers. For the experts andscholars who are studying “new generation migrant workers”, this paper provides aninvaluable insight to this research.The Thesis, taking as example JT Company, studies this subject mainly byquestionnaire combined with interviews. The respondents are selected from theemployees who were born after1980with rural permanent residence and currentlyare working in JT. Through the introduction of JT Company, position structure,employee salary and so on, this paper describes and analyzes the status of the newgeneration migrant workers in JT from four aspects including welfare, skill training,labor relationship and career development.Based on the questionnaires and interviews of JT Company’s200new generationof migrant workers, the author studies the human resources management problemsand comes to the conclusion: salaries satisfaction directly affects the new generationof migrant workers’ job satisfaction, to some extent pay and benefits is one of theimportant factors that the new generation of migrant workers measure their own work;they are satisfied with their current jobs, but what they need is to improve the abilitiesof position knowledge, organizational coordination and communication; the loyalty ofthe new generation of migrant workers is not high, it is not conducive to thecompany’s long-term development and retaining talent, they lack the trust on thecompany management and management modes which diminishes the innovation at work and falls the participation of employees, it is a potential risk of labor relations;in terms of career development, the new generation of migrant workers in JTcompany consider their jobs limit their ability to reach their full potential, the careerpath is not diverse, they want to get the job promotion and to raise revenues bychallenging themselves. Finally, the study proposes suggestions and solutions to theHR management problem of new generation migrant workers.