Research On Turnover Of New Generation Employees In W Mining Company

At present,China is in the great development environment of seeking innovation and change.With China's social and economic development,talents have become a huge driving force for development.As a traditional energy enterprise,if mining enterprises want to stand in an invincible position in long-term development and stand out in the increasingly fierce market competition,they must retain excellent talents,enhance enterprise cohesion and further stimulate employees' work enthusiasm and innovation.As a secondary subsidiary of large and medium-sized state-owned mining enterprises in Henan Province,w mining company has large production scale and high production capacity,representing the survival status of a large number of modern mining enterprises.In recent years,with China's policy support for optimizing the production capacity structure and the in-depth implementation of the construction of ecological civilization,a series of target policies such as "carbon peak" and "carbon neutralization" came into being.The development environment of the whole mining industry is difficult.One of the most prominent problems is the brain drain,and the mining professionals can not be continued,The high spontaneous turnover rate is an important factor restricting the development of mining enterprises in China.At present,the "post-80s" and "post-90s" have become the main force of jobs in all walks of life.We call them the new generation of employees.The number of this new generation of employees in the mining industry has increased year by year.However,their resignation problem is becoming more and more prominent,which increasingly affects the development and growth of enterprises,It is very important for the future development of the company to study the resignation problems of the new generation of employees in W mining company.Through in-depth analysis and Research on the resignation of the new generation of employees in W mining company,this paper thinks and investigates from multiple angles,and finally puts forward corresponding strategies from five aspects: building a full life cycle training system,expanding the promotion channel of rank,multi-dimensional setting of assessment and incentive mechanism,scientific setting of salary system and enhancing professional stickiness and confidence Strengthen multi-dimensional training,guide the new generation of employees to establish a correct outlook on job selection,open up the promotion channel for them,and give excellent talents a "place to play";Establish and improve a fair and fair performance appraisal mechanism,optimize the salary and welfare system,so as to improve the work enthusiasm of employees,recruit and leave more and better new generation talents for W mining company,inject new vitality into the development of the enterprise,improve the existing resignation phenomenon,enhance the industry competitiveness and overall cohesion of the enterprise,and escort the long-term and efficient development of the enterprise.