| Technicians are the core strength of construction enterprises,and they are the important guarantee for the sustainable development of construction enterprises.With the progress of modern society,the prosperity of media,communications developed,convenient transportation,large-scale infrastructure development industry provides unlimited external space and platform for technical personnel employment and careers,"difficult to recruit talent" and "talent retention" has become the new issues and problems of human resource management in construction enterprises.According to the actual situation of a large construction enterprise,from the engineering and technical personnel's satisfaction of using the commonly used international Minnesota satisfaction short questionnaire(MSQ)conducted a survey of 1096 technical personnel,the use of SPSS16.0 for reliability analysis,the results of the survey descriptive statistical analysis,variance analysis and principal component analysis.To grasp the situation,job satisfaction and technical personnel according to the analysis,put forward to enhance the attractiveness of jobs advice.The results showed that :(1)female technicians had higher overall satisfaction than male technicians.(2)unmarried technicians are more satisfied than married technicians.(3)the satisfaction degree of graduate education is significantly higher than that of other academic level.There are significant differences in leadership satisfaction between technical staff and junior college students.(4)there were significant differences between 26~30 year old technicians and 31~40 year old and 41~50 year old technical staff in overall satisfaction,external rewards and working conditions.(5)personnel(including managers and ordinary staff)higher than the project staff in the working conditions,leadership satisfaction,sense of responsibility and extrinsic rewards(including management personnel and the general staff),there was significant difference.(6)the technical staff who have no technical positions are more satisfied with the external rewards than the technicians with intermediate titles,and there is significant difference.(7)in the human resources,the comprehensive office management and financial accounting personnel satisfaction is relatively high,the average or above,engaged in surveying and mapping,test,mechanical equipment,industry,materials,engineering and technical personnel of low level,in the mean the following.At the same time,according to the survey results,leading to employee satisfaction is not high the salary is not high,promotion opportunities(opportunities),hard working conditions(work environment),rest and vacation rights(work,family reunion)did not fully guarantee,in addition,to create a good team atmosphere,the staff also adopt opinions and suggestions the technical cadres that is important to enhance the attractiveness of jobs.The investigation and analysis of the article have received extensive attentions from the company,and some suggestions have been adopted by the company.For instance,in terms of the cultivation of talent and brands,the company has turned the independent cultivation mode of "one to one" into the centralized rotational training mode of "one to many".In terms of salary,the salaries of technical personnel of some key positions have been greatly raised with an increase rate up to 10~15%in the premise of not breaking the gross payroll.In terms of taking a break and taking holidays,the company has been exploring the shift mode of concentrated leave,etc.The quality of talent introduction has improved significantly under the implementation of a series of measures.The default rate of graduates and the turnover of the first year of enrollment have fallen dramatically,which to a certain extent restraint the loss of technical talents.The satisfaction of technical personnel have been improved,and the talent effectiveness has further improved. |
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