The Case Study On Youthstaff Turnover Of M Operator D Branch

With the steady growth of the communication industry in China and the prosperous situation at present,there are opportunities and competitions in the industry providing services for common customers at this moment,and the problems faced by the communication industry are becoming more and more difficult and complicated.In the increasingly fierce competition among the three telecom operators in China,talent as an important core competitiveness is the key to the development of enterprises.As a young state-owned enterprise after restructuring,M communication company described in this paper has the characteristics of wide scale distribution,numerous post structure and huge number of employees.Although M communications company’s annual operating performance is outstanding and its total assets and net profits are among the world’s leading peers,its use,cultivation and career development planning of young employees still falls to some extent.At present,the backbone employees of M communications company are mainly those of the post-70 s and post-80 s,and the new employees of college students are mainly those of the post-90 s.The desire and competition for young talents is also very strong.In recent years,the news of young employees’ job-hopping,formal employees and even leadership dimission in M communication company D branch,which is a state-owned enterprise,is no longer new.The traditional human resource management mode of state-owned enterprise has been obviously lagging behind the development and demand of The Times.Therefore,how to educate,employ and improve the enthusiasm and satisfaction of young employees has become a practical problem that m-communications company must solve to curb the continued rapid loss of young employees.Based on the existing human resources management mode and young people under 35 employees in the company as the research object,the subject by M company D branch of several young staff turnover as the background of the typical case analysis and research,summary of M company D branch young employees lost a few aspects,at the same time with the help of human resource management based on related theory and combining the actual situation,put forward the targeted and feasible countermeasures and Suggestions,for M company D branch personnel system construction to contribute.