| With the rapid rise of the economy,the number of material groups in our country is increasing gradually,and material groups will suffer a fierce competition nowadays,so it is necessary for material group to strengthen the optimization and improvement of internal management and business process,so younger employees are becoming the key factors to promote the company’s sustainable development.However,in the past,the typical human resources management methods in the management of material groups are not only inefficient,but also make the young employees have great emotional dissatisfaction in a sense,which makes the phenomenon of job burnout of young employees in material groups more and more prominent.The content of this paper is based on young employees of SH Material Group as the research object,briefly summarizes the theory of job burnout and its related,with the help of literature,field questionnaires,data analysis and other means,the key causes of young employees’ job burnout of are discussed in depth.On this basis,the corresponding countermeasures and solutions are put forward.Enhance the enthusiasm and enthusiasm of young employees,promote young employees to bring SH Material Group rich economic income at the same time,can maximize the search for personal value.Through the research,we can clearly see that job burnout of young employees are impacted by salaries,values,equity and other aspects.SH Material Group has a large number of young employees,in which most of the employees are more vulnerable to emotional fluctuations.Their psychological burden is heavy,so the job burnout of young employees of SH Material Group is more frequent at this stage.In the process of development,SH Material Group should plan for its own internal conditions,properly allocate human resources,developing practical solutions to solve the problem of employee burnout,stimulate the enthusiasm of employees,focus on training compound talents,and constantly optimize the employment mechanism. |
