Research On The New Generation Employee Turnover Of F Company

At present,China's economic development has entered a new normal state,and the socialist market competition has become increasingly fierce.In the current market environment,companies want to stand out,not only need sufficient funds,excellent technology,excellent products,quality service,low prices,but also the competitive advantage of human resources.In the current workplace,80,90 after the new generation of staff occupies an important position in the workplace,80,90 after the number of Cenozoic employees are gradually rising,while the departure of these new generation of employees has become a difficult problem The Ignoring the departure of the new generation of employees without taking the necessary measures,will inevitably make the business and interests of the loss,affecting the development of enterprises.F company is a science and technology enterprises,under the communications industry,the company's new generation of staff turnover is more serious,in recent years,leaving the new generation of staff up to 100 or more,turnover rate of 30%or more,has affected the normal operation of the company.Through the actual research on the status quo of the new generation of employees of F company,summed up the factors that affect their turnover,find a solution to help the company managers to understand the work of the new generation of employees,according to the actual situation to adjust the human resources strategy,effective Control the separation of the problem,which protect the company's business stability,improve the efficiency of the company has important practical significance.Based on the above considerations,this paper takes F Company as the case enterprise,based on the theory of demand hierarchy,fairness theory,career life cycle theory and psychological contract theory.This paper analyzes the current situation and reasons of the turnover of F-generation employees of F Company,and points out that the high turnover rate of the new generation staff not only detrimentates the corporate image and reputation,but also greatly reduces the market competitiveness of the enterprise,Shake the confidence of employees on the enterprise,but also increase the cost of human resources.F company's new generation of employees leaving the reasons for the company's current pay and benefits system incentives,employees in the company's promotion opportunities and development space is small,the company's cultural orientation and cohesion is not clear enough,the company lacks harmonious and harmonious interpersonal relationships The overall quality of the staff is not high.This paper puts forward some suggestions on how to establish a comprehensive talent development system,establish an effective incentive mechanism,establish a scientific and reasonable salary and welfare system,and establish an effective talent constraint mechanism for F company's new generation of employee turnover.There are five chapters in this paper.The first chapter is the introduction,briefly introduces the research background,research purpose and significance,domestic and foreign research status,research ideas and methods and possible innovation.The second chapter is the definition and theoretical basis of the related concepts.It mainly introduces the concept and influencing factors of the new generation of employees'turnover,and the theoretical basis of the new generation of employees.The third chapter is the analysis of the status quo and reasons of the turnover of the new generation of F company,and expounds the current situation of the turnover of the new generation of F Company in the past five years,and analyzes the influence of the turnover of the new generation staff.The fourth chapter is the F company's new generation of staff to leave the research,mainly with the previous analysis of the problems and reasons,combined with the actual situation of F company,targeted to deal with the program.The fifth chapter is the conclusion and prospect of the research,mainly to make a concise statement of the research of this paper,at the same time,it elaborates the shortcomings and future efforts of the research.