Investigation And Study On Post-90s Employees Engagement Of Donghua Energy Company

Employee engagement is after the satisfaction and loyalty of the concept of the hot research field of human resources,as an important index to measure the validity of human resource management,it affects the efficiency of organization,profits,customer loyalty and retention,in recent years popular management and practice of enterprises concerned.In the era of knowledge economy,talent is the most precious and most difficult to copy,with high respect for employees,it is undoubtedly one of the best competitive resources of the enterprise.In this paper,Donghua energy company as the specific research object,research and analysis of employee engagement strategy.This paper illustrates the research background,expounds the significance of the research topics from two aspects of theory and practice,determine the research ideas,research methods and contents;definition of related concepts,on the basis of collecting and on employee engagement in the theory of literature review at home and abroad,analyzes the related theory of employee engagement(the incentive theory and social exchange theory);based on the status quo of Donghua energy company 90 employee engagement,design questionnaire and interviews,through two kinds of research methods,analysis the influence factors of Donghua energy company 90 employee engagement survey from the aspects of individual factors,work factors,team overall organizational factors,individual factors include: work autonomy is not enough,the company pay the level of satisfaction is low and development opportunities for employees of the company to give low satisfaction,Including the work team factors: direct supervisor leadership and lack of influence on corporate performance,the level of satisfaction is low and orientation of corporate culture on employees lack of overall organizational factors,employees are very confident about the future development of Donghua energy company,the senior leadership of the level of knowledge and skills,strategic insight and leadership is more recognized,belong to positive factors.Comprehensive analysis of questionnaires and interviews in the data,think there is a problem on performance and development opportunities,staff enterprising,superior leadership,corporate culture and other aspects of the Donghua energy company 90 employees,finally puts forward the suggestions to improve employee engagement,which includes five aspects: one is through the attractive salary standard design,fair welfare system,promote the optimization of the performance of the company system to improve other aspects of salary and performance system,and improve the 90 employees' job satisfaction;two,pay attention to the personality characteristics of 90,occupation career planning and help the staff to carry out science through the rich content of the staff training and occupation career path for construction of 90 employees the three is through;in the work of full authority,reasonable arrangements for challenging work and strengthen the humanistic care.Optimization of work surface,and thus stimulate the 90 employees working potential;four,through the selection of excellent management,cultivate positive communication environment and the implementation of the humanized management,and improve management capacity,improve the internal management mechanism;five is the respect and attention 90 employees and enhance their sense of belonging and 90 create a positive brand culture,and create the enterprising enterprise culture.The main conclusions of this paper includes:(1)this paper designs a questionnaire for the employee engagement of the post-90 employees.The questionnaire includes three parts: the personal basic information of the employees,the status of employee engagement(42 problems)and the influencing factors(15 options).A total of 228 questionnaires were sent out,and 206 valid questionnaires were excluded.The effective recovery rate was 90.4%.(2)this paper analyzes the problems of employee engagement after 90.Using two methods of questionnaire survey and field interview,we know that there are two problems in the employee engagement of the post-90 s employee: one is personal aspects,the specific performance is: low satisfaction to salary and welfare,insufficient performance incentive,low satisfaction of the company development opportunity;two is the organization team,and the specific performance is that the work content is set up.To be optimized,the management level of leaders needs to be improved,and the centripetal force of corporate culture is not enough.(3)this article summarizes the influencing factors of employee engagement in the post-90 s,including two aspects,including inadequate self-reliance,low employee satisfaction with salary,inadequate career guidance,organizational team factors including direct leadership and lack of influence,low employee satisfaction with performance and corporate literature.The orientation of the staff is insufficient.(4)this article puts forward the countermeasures to improve the employee engagement of Donghua energy company after 90 employees,including five aspects: one is to improve the salary and performance system to improve the job satisfaction of the post-90 s employees;two,to attach importance to the character characteristics of the post-90 s to build a career path for the post 90 employees;and three,to optimize the work content to stimulate the post 90 members.The work potential of the work;four,improve the ability of the managers,improve the internal management mechanism;five,respect and pay attention to the post-90 s employees and create an enterprising enterprise culture.Donghua energy company,although this paper studies dedicated to the company after the staff's problems and puts forward some countermeasures to improve the engagement,but also depends on the verification of these measures in practice,the next step,this paper through the practical application of these measures,to further improve the research on employee engagement problem thus,to improve the level of human resource management.