Leave Analysis Of New Generation Operators

Currently, most companies have serious problem on blue-collar workers highturnover rates, which has negative impacts on both the image and cost of the enterprises.In addition, because of the changes in economic conditions and the structure of China’spopulation, the labor input is less than before in Pearl River Delta. Many companieshave labor shortage after2009, so how to attract and retain employees are particularlyurgent. Secondly, through the research, most blue-collar workers are the new generationof80s or90s. Different from the previous generation, they are not only need to get highsalary, but also need to adapt to city life and get more life experience. They will not justsatisfy with the payment they deserved, they are pursuing more in integrating into cityand getting more life experience.In this paper, we focuses on researching leave rate of blue-collar works in HCompany. Through exit interviews to new generation, we summarized that there aremainly two reasons for they to leave: family reason and salary reason. For family reason(get back to hometown), we have further researched about why they want to come backhometown. We used social identity theory to analysis the identity score of newgeneration in H Company within the enterprise social identity satisfaction survey. Wefound it is similar score between city identity score and country identity score, for newgeneration, they prefer to live in city, but as long as there are some difficulties ofobstacle they cannot handle, they will chose to leave. So, give them some support toadapt to city and give them sense of belonging, home feeling, can help to retain theworkers.Regard salary, through the research on environment and population structurechange, we got that the development of the Yangtze river delta and the mainlandeconomy made the Pearl River Delta is not as attractive as before, include the salary.We learnt from the Population flow theory that people always flow to the places wherepayment is high, but compared to the minimum wage of2012of the whole country, His in a bad situation, it is lower than some sounding cities like ShenZhen andGuangzhou, even lower than some inland city. Many workers left for this reason so toset a competitive salary system is another change urgently needed.Of course, employee departure is a complex process, except family and salary reason, it also includes company management method and personal reason, Through thestudy of the classical theory of departure, this paper also found the factors affecting themanagement of employee turnover and employee characteristics. For new generation ofemployees, the enterprise should base on the characteristics of each employees, toprovide support for them to integrity into the city and for their personal development,solve the worries behind, give them authorization and approval fully, to make themstable and to stay for long–term development.