Study On Turnover Intention Of New Generation Employees In Weiqiao Textile Trade Co.,Ltd

With the further development of the Internet era,under the economic environment and technological background full of opportunities,the e-commerce industry has gradually risen to the fierce competition.In terms of practical development,the staff composition of e-commerce enterprises is mainly the new generation of employees in the 1990 s,but the turnover rate of the new generation of employees has been high for a long time,which has become one of the factors limiting the development of e-commerce enterprises.In order to seek the further development of the industry,the e-commerce industry needs more measures to reduce the turnover tendency of the new generation of employees.In this paper,Weiqiao Textile Trade Co.,Ltd.is studied,and the current situation of employee turnover and its impact on the enterprise are described.According to the academic literature,using the relevant theory,combined with 10 individual interviews,the questionnaire was developed and investigated.There were 141 questionnaires in total and 136 effective questionnaires.After reliability and validity analysis,the questionnaire was analyzed by variance test.This paper analyzes the turnover intention of new generation employees in Weiqiao textile industry from six aspects: the arrangement of work content,the planning of future prospects,corporate culture,the embodiment of work personality,performance appraisal system and salary system,and understands the factors that affect the turnover intention of new generation employees.According to the survey results,from four aspects of corporate culture construction,salary and performance appraisal system construction,resignation warning and resignation handling,personnel training,combined with six modules of human resources and literature research,this paper puts forward management measures and suggestions on strengthening human resource management and reducing turnover intention of Weiqiao textile industry.In terms of corporate culture construction: enterprises can improve the pivotal role of human resources department and enhance the sense of belonging of employees through regular publicity and training and targeted group construction.This paper combines the corporate culture with the modern background,the changes of the new era,and the strategic objectives of the enterprise.It fully considers the feasibility of the corporate culture,and constructs the system of the common destiny of the employees and the enterprise.Let all employees actively participate in the construction of corporate culture,take it seriously,learn and absorb it,implement specific and repeated publicity,and create a fair working atmosphere.Pay and performance appraisal system construction: enterprises need to understand the principle of pay system construction,readjust the existing pay structure,and implement the details;according to the characteristics of employees,pay evaluation,material reward and spiritual reward are combined;enterprise strategic structure and pay management are organically combined.Enterprises need to carry out scientific and transparent performance evaluation,all staff participate in the evaluation customization,and jointly build an enterprise platform suitable for development.In terms of resignation warning and resignation handling:enterprises need to carry out crisis warning of personnel loss in advance,handle the process of personnel loss in the process,and carry out follow-up management of personnel loss after the event.In terms of talent training: enterprises need to establish a talent training plan focusing on practice,and pay attention to the training of core talents.The development of the company is parallel to the career planning of employees.