H City Urban Rail Transit Operating Company Post-90s Female Employee Turnover Intention And Countermeasure Research

With the acceleration of globalization,the increasingly fierce competition in the industry,the influx of talents from all walks of life,the integration of enterprise assets and the structural change,the demand for talents is also increasing.The competition of enterprises is more reflected in the competition of talents,and talents become the key to the sustainable development of enterprises.In recent years,the turnover rate of employees has increased year by year.The impact of employee turnover on enterprises can not be ignored,resulting in the increase of operating costs and the decline of production efficiency,which seriously restricts the development of enterprises.Enterprises pay more and more attention to the issue of employee turnover.H City Urban Rail Transit Co.,Ltd.is a wholly state-owned company.The operation branch of H City Urban Rail Transit Co.,Ltd.was established in August 2015.It is mainly responsible for the operation management,maintenance and other work of H City Rail Transit.The demand for talents is a necessary factor for the development of urban rail transit operation company.Talents training is a key factor to improve competitiveness,and retaining talents is even more important.The necessary way to ensure the stable development of urban rail transit operation company.The employees of H city urban rail transit co.,LTD.'s operating branch are distributed in a younger age,with female employees accounting for one third of the total number,among which the post-90s employees account for 90.1%.The post-90s female employees have become a major force of the company.Over the past three years,the turnover rate of H City Urban Rail Transit Operating Branch has increased,and the number of female employees in the post-90s has increased by the year.In 2018,nearly 50%of the total number of employees resigned,which shows that the post-90s female employees resigned has become the focus of the company's human resources management?Taking H City Urban Rail Transit Operating Branch as an example,this paper studies the turnover intention of female employees in the post-90s.By means of questionnaires,the statistical analysis results show that the main variables affecting turnover intention are salary satisfaction,organizational characteristics and external environment.It also analyses the reasons for the turnover intention of female employees in the post-90s.On this basis,it puts forward to alleviate the urban track of H City.Relevant countermeasures for the turnover intention of the post-90s female employees in Transportation Operations Branch include establishing a scientific and reasonable salary incentive system,establishing a complete performance appraisal system,improving the career planning and promotion mechanism of employees,establishing a sound corporate culture management system,and strengthening the humanized management system.The full text is divided into six parts.The first part is the introduction.It mainly introduces the impact of employee turnover on enterprises.The turnover rate of post-90s employees is still high.There are similarities and particularities between female employees and male employees.It clarifies the purpose and significance of studying turnover intention.The second part is the definition and theoretical basis of related concepts.It mainly elaborates the concepts and theories of female employees in the post-90s,turnover and turnover intention in detail,providing relevant theoretical support for the questionnaire design and Countermeasures in the following chapters.The third part is the general situation of H City Urban Rail Transit Operating Branch and the staff turnover status.It introduces the basic operation status and industry development of H City Urban Rail Transit Operating Branch,analyses the structure of the staff and the turnover situation of female staff in the past three years,and expounds the existing problems of human resources management in H City Urban Rail Transit Operating Branch at this stage.Questions and the impact of employee turnover on the company.160/5000In the fourth part of the city the female employee of the post-90s,the first of all,to design a field interview based on the employee's resignation,and then to do a field interview,based on the results of the interview,to select the appropriate exit preferences,to design the questionnaire,to determine which factors are responsible for the recovery of the questionnaire,to determine which factors are responsible for the process,and to analyze the proportion of these factors,to determine the main factors that affect the post-90s female employee's tendency to leave the job The fifth part is to put forward the mitigation measures of the turnover intention of the post-90s female employees in H City Rail Transit Operating Branch.According to the main factors influencing the turnover intention of the post-90s female employees,it puts forward constructive suggestions to retain enterprise talents and ensure the stable and sustainable development of H City Rail Transit Company.The sixth part is the conclusions and prospects of the study,mainly the summary conclusions of the full study,indicating the shortcomings in the study,and the prospects for further research in the future.