The Reason Of The Loss Of State Owned G Electric Company Post-80s And Countermeasure Research

With the arrival of global competition and knowledge economy, human resource is increasingly becoming the basis of enterprises' competitive advantage. The electric-power industry, as the fundamental industry monopolized by the state, has a advantage in attracting talents. However, with the reform of state-owned enterprise and electric-power system, the competition among state-owned electric-power enterprises is increasingly intense. The competition and demand for projects among five power generation groups and two grid companies are becoming fiercer and fiercer. Meanwhile, more and more power stations have been built, and employees have more options in job selection, making employee turnover become a big concern of managers in electric-power enterprise. The high employee turnover rate will not only cause economy and technology losses for enterprises, but also tarnish the cohesion, organization environment and enterprise culture. Now, the enterprises should realize various kinds of problems and underlying factors and take actions to improve them so as to reduce employee turnover rate.G Company, as a state-owned electric-power enterprise, has put much efforts in talent introduction and cultivation. However, in this paper, research shows that the turnover of technicists, especially the post-80s technicists in G Company has been increasing in the past five years. The excessive employee turnover will not only cause the loss of company's investment and management, but also frustrate employee's morale and cohesion and further undermine the company's talent team building and long-term development.This paper starts from the current situation of the employee turnover of post-80s technicist and select some of its post-80s technicists for the job satisfaction survey. The survey for employees satisfaction, emphasis and pressure situation towards the company is conducted in terms of wages and welfares, performance assessment, training, personal development, relationship with leaders and colleagues and so on. On the basis of analysis and summary of the survey result, a follow-up interview regarding big concerns reflected in the surveyis carried out. With literature research and system analysis, the reason for employee turnover of post-80s technicist in G Company is found out. It mainly includes incomplete enterprise culture, low level of payment, little promotion development space, mismatching professional skill with post, unreasonable performance assessment result application and so on.By utilizing the correlation theory of human resource management and combining the development and management reality in G Company, the paper offers improvement measures and suggestions in terms of enterprise culture building, enterprise strategy promotion, and human resource management improvement and so on. It mainly proposes specific implementation scheme and measures in wages and welfares, performance assessment, career development channel, post matching degree based on human resource management working practice. In the next step, the research result will be applied in the system construction and enterprise management in G Company. By constantly completing inner management, improving company's employee satisfaction and establishing sturdy human resource management system, the employee turnover of post-80s technicists in the future will fundamentally reduce for the sake of talent guarantee for G Company's future development.