Research On The Human Resource Management Measures Of The New Generation Of First-line Production Staff

With the goal of "made in China 202",domestic manufacturing industry has responded to the national policy and formulated plans and measures in terms of product innovation and quality stability.And many of China’s manufacturing industry still belong to the labor-intensive enterprises,a large number of first-line production staff are still constitute the main part of the enterprise personnel,so the idea of "people is the first resource" in the manufacturing industry cannot be ignored.Faced with the gradual disappearance of the demographic dividend and the gradual increase of the proportion of the new generation employees,the change of the management mode and the implementation of measure of the enterprise for the new generation of first-line production staff are extremely urgent.The new generation of first-line production staff who generated between 1985 and 1999 has the unique characteristics of the era and directly engaged in first-line production activities.New generation of first-line production staff poses challenges to the management of the enterprise with the group characteristics of the diversity of values,public personality,easy to accept new things and the weak frustration tolerance and the work characteristics of strong innovation ability,weak sense of authority and low loyalty.Therefore,it is conducive to the long-term and stable development of the enterprise to pay much attention to the status of the new generation of first-line production staff in the enterprise and formulate corresponding human resource management measures from various modules according to their characteristics.At first,this dissertation expounds the background and significance of new generation first-line production staff.Based on the research on this topic from the domestic and foreign scholars,this dissertation defines the concept of the new generation of first-line production staff.By combing the literature,the dissertation summarizes up the group characteristics and job characteristics of the new generation employees different from that of the past generation.Meanwhile,it expresses the present situation of human resource management to the new generation employees at home and abroad.Then taking H company as an example,the dissertation describes the present situation of it and the characteristics of the new generation of the first-line production staff.By the questionnaire result for the new generation of first-line production staff,the dissertation find that H company relies too much on the mediation in the recruitment channels for the first-line production staff,lacks of pertinence and career planning in training,too single index in the performance evaluation,lacks of incentive and low staff participation in the salary management.Through the new generation of first-line production staff for H company questionnaire.For H company’s actual situation and the features of new generation first-line production staff and combined with the x-y two-factor theory and justice theory,the dissertation make suggestions on the human resource management of the new generation of production staff of H company.On the premise of change management ideas,it should develop a variety of attracting a new generation line production staff of the channel,interview way agile diversity,distribution combined with personal interests from the aspects of recruitment,from the aspects of training to enhance work skills training of professional manufacture workers,pay attention to the training and career development and to rich training content from providing online learning platform,from the aspects of performance appraisal,it should use the double assessment mechanism with value and behavior guide to make full use of the assessment feedback effects,from the compensation management to the personalized compensation plan according to the position analysis,from the employee involvement to give proper authorization to the new generation first-line production staff,build communication platform for new generation first-line production staff to express their needs,from the incentive to establish periodic incentive with spiritual incentive,rich skills incentives and other incentives.These suggestions can help H company to tap the potential of the new generation of first-line production staff,better manage the new generation of first-line production staff,and enhance the competitiveness.