Study On The Improvement Of Employees’ Organizational Identification In A Co.Ltd.

The power industry is the supporting industry of China’s national economy,it is an energy monopoly industry and a booster of economic development related to routine production and daily life of thousands of households.As the leading economy steps from the primitive planned economy era into the reform and development-oriented free economy era,Chinese electricity systems are continuously reformed and deepened,and enters into the enterprise marketing management mode under socialist market economy which is different from the traditional capitalism.The demand for talents continuously increases,competitiveness among enterprises gradually turns into talent competition,as a result,enterprises cannot occupy the initiative of market competition without core talents.For example,A company is a research-based enterprise in the power industry.Through several decades of development,operation and management problems occur,the work atmosphere becomes increasingly negative,and employee’s organizational identification decreases.Therefore,the investigation and research on employee’s organizational identification is of great significance for improving the level of human resource management and elevating the comprehensive strength of A company.The author carries out a questionnaire investigation of employee’s organizational identification of A company based on theories of modern human resources management and combined with theories and practices,analyzes influences factors according to the results obtained and actual situations of human resource management,and proposes feasible programs and suggestions for the application of human resource management through scientific theoretical guidance.The research shows that A company is confronted with the following human resource problems: drainage of high-level knowledge talents,employees’ lacking sense of fairness,dignified employee relationship,low employee satisfaction to leaders and low working enthusiasm of employees.Specific to the above-mentioned problems,the author suggests to attach importance to factors of fairness in human resource management,cultivate harmonious and distinct enterprise culture,establish incentive systems based on employee’s psychological contract,elevate the charm of leaders,optimize human resource management mechanisms and to build effective training systems.The author intends to find out strategic problems of human resource management of A company through the discussion about the status quot of employee’s organizationalidentification and the combination of theories and actual situations,and to explore the solutions based on relevant research theories with the aim of raising employee’s organizational identification,perfecting human resource management systems and promoting benign development.