| Due to the influence of social background,educational background,family background and other factors,"post-90s" employees have unique personality characteristics.In the workplace,the "post-90s" are becoming more and more the main group in the workplace,but their unique personality characteristics determine that they need a unique management style.From the current point of view,the management of the "post-90s" employees has become a major problem faced by many enterprise managers.Especially in manufacturing enterprises,enterprises themselves are faced with great difficulties in employment and staff turnover rate,and the problem is becoming more and more serious.This situation is further exacerbated by the difficulties in managing post-90 s employees.Therefore,how to retain the post-90 s generation of the new generation of employees in the manufacturing sector and effectively reduce their dimission rate is urgent.This study intends to start with the personality characteristics of employees born in the 1990 s and adopt methods such as literature research,questionnaire survey and in-depth interview to comprehensively and objectively analyze the characteristics of employees born in the 1990 s and the dimensions that influence their work performance.Then,combined with the concept of people-oriented management,this paper proposes methods and strategies to optimize the management of the post-1990 employees and improve the management status of the manufacturing industry.Through research,this paper finds that: First,the "post-90s" employees of TC company are characterized by a large number of employees with high educational levels and male accounting for more than 2/3,which is in line with the nature of heavy industry enterprises.At the same time,most of the post-90 s employees have not been employed for a long time,so most of them are concentrated in the front-line positions and have great potential for development in the future.It can be seen that the "post-90s" employees are the most important fresh force in the human resources team of TC company at present,and are the main source of first-line operation grass-roots posts.Therefore,the stability and turnover rate of "post-90s" employees will directly affect the overall performance of the company.Second,compared with employees born in the 1970 s and 1980 s,employees born in the 1990 s are independent in personality.In thought,precocious thinking.Therefore,the management problem of "post-90s" employees has become the most prominent human resource management problem in TC company.Its management problems are mainly reflected in the following aspects: There is no scientific and reasonable recruitment mechanism.Traditional training methods cannot meet the actual needs of "post-90s" employees.The salary management system is unreasonable,post-90 s employees have difficulty in getting a raise,poor performance appraisal,the management scope is too big,lacks the advanced management idea and the way and so on.These problems are the result of multiple factors such as working environment,working remuneration,interpersonal relationship,working itself and personal interest.Third,in modern management activities,humanistic management is the starting point and destination.Therefore,people-oriented management should be regarded as the starting point and destination of modern management activities and infiltrated into the optimization design of "post-90s" employee management strategy of TC company.On this basis,we designed a modern management system for post-90 s employees.Therefore,follow the "humanistic management" concept,this paper puts forward the "people-oriented,pay attention to self actualization" for the purpose,command the overall situation of "post-90s" staff management,with the concept of "post-90s" employee job satisfaction,from the formation of the premise,direct power,effective guarantee three aspects,the penetration of humanistic management idea based on the characteristics of "post-90s" staff management strategy to optimize design scheme. |
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