Research On The Stability Of The New Generation Of Employees In MT Company

According to the statistics of 2018 released by the National Bureau of Statistics,at the end of 2018,the number of newly added jobs in cities and towns nationwide was 13.61 million,an increase of 100,000 from the previous year,and the number of ordinary graduates reached 7.533 million,both of which were the generation of 90s.The increasing number of new generation employees have stepped into the social employment from the campus and injected fresh blood into all walks of life.They have become an important force to promote national economic development and to promote enterprise progress.Although the new generation of employees has gradually made the company younger and more vigorous,the new workplace management problems such as "flash","high turnover rate" and "low loyalty" have become one of the unavoidable problems in current human resource management.Based on literature analysis,questionnaires,data statistics and other methods,this paper analyzes the current situation of the new high-level employee turnover at home and abroad,and finds out the reasons of the high turnover rate of the new generation of MT employees by combining the current status of modern human resources management of MT.The reasons for the high turnover rate are that the company's personnel management is not standardized,the traditional ideas and the current system incentives are insufficient.And then the plans and proposals to reduce the turnover rate of new generation employees are put forward from four aspects:improving the recruitment mechanism,changing the assessment concept,improving the human resources management system,and strengthening the career planning of employees.This paper consists of six chapters:Chapter 1 is the introduction,including research background and significance,research summary,research content and framework,research methods and innovations;Chapter 2 is the basic theory;Chapter 3 is the management status and problem analysis of new generation employees of MT company;Chapter 4 is the research and evidence of the MT company's turnover rate.Based on questionnaires and statistical analysis,it studies the influencing factors and then explores the root causes of the high turnover rate of the new generation employees of MT;Chapter 5 is the design and implementation recommendations to reduce the turnover rate of the new generation staff;Chapter 6 is the conclusion and outlook.The conclusions of this paper are as follows:problems as "fast employee turnover,high turnover rate","low employee loyalty,poor identity","strong employee self-awareness,difficult management","unstandardized personnel management,management system flowing in the form" have led to an increase in the company's operating costs,the low organizational efficiency and negative impacts within the company,which affects the employee stability and the overall cohesiveness,and triggers a management crisis.Among them,the issue of high turnover rate has become the most prominent problem and impact of all management problems.According to the investigation and research on the turnover rate of the new generation employees of MT,combined with the survey data,the high turnover rate of the new generation employees is affected by the external factors of the company,the company factors and the individual factors of the employees.In view of the outstanding high turnover rate,this paper proposes a scheme to reduce the turnover rate of new generation employees from four aspects:improving recruitment mechanism,establishing effective incentives,improving human resource management system,and strengthening career planning of employees.