Research On The Improvement Of Job Satisfaction Of The Post-90s Generation Knowledge Workers In KZ Company

With the globalization of economic development,the competition among modern enterprises is becoming more and more intense.The essence of enterprise competition has shifted from the past focus on product competition to the competition for talents.Talents,especially knowledge-based talents,are important capital for modern enterprises to obtain sustainable development.Therefore,more and more enterprises pay attention to strengthening the management of knowledge-based talents.How to retain high-quality knowledge-based talents and improve employees' job satisfaction are important measures to retain high-quality knowledge-based employees.The new generation of employees born in the 1990 s have become the main force of many high-tech enterprises in China.The post-90 s knowledge workers have distinctive personality,unique values,vitality and rich international vision.However,due to the fact that most of them are only children,the particularity of their growth environment and other factors,the post-90 s knowledge workers are self-centered,lack of the spirit of hard work,weak team awareness,poor pressure resistance and easy to give up in case of difficulties.In their work,they are frequently job hopping,lack of sense of responsibility Low engagement.If these problems are not solved,they will have an important impact on the stability and long-term development of the enterprise.Facing the personality characteristics and problems of post-90 s knowledge workers,how to implement targeted strategies to meet their needs,improve their job satisfaction,and attract and retain them has become an important issue affecting the core competitiveness of enterprises and the development of enterprises.Taking the multinational enterprise KZ company as an example,this paper uses the questionnaire survey and interview to analyze and research the current situation and problems of job satisfaction of knowledge workers in the company.According to the existing problems,this paper puts forward targeted solutions by using the relevant theories of human resources management.Firstly,this paper combs the background and the purpose of the research,as well as the research literature of domestic and foreign scholars on the relevant influencing factors of job satisfaction,the influencing factors of job satisfaction of the new generation employees,the influencing factors of job satisfaction of knowledge workers,and the empirical research on job satisfaction of post-90 s knowledge workers,so as to provide a literature basis for the research of this paper.Secondly,it defines the related concepts for the job satisfaction,new generation employees and knowledge workers,then summarizes and analyzes the characteristics of post-90 s knowledge workers,Maslow's Hierarchy of Needs Theory,Fairness Theory and Expectation Theory and other basic theories of human resources management,so as to provide theoretical support for the research of this paper.Thirdly,it analyzes the current situation of job management of knowledge workers in KZ company from the aspects of internal communication,compensation system,employee career development and performance management,so as to provide a practical basis for analyzing the job satisfaction of post-90 s knowledge workers in KZ company.The fourth is to use the questionnaire survey and interviews to investigate the job satisfaction of the post-90 s knowledge workers of the company.The research results of questionnaire survey and interview show that there are some problems in job satisfaction of post-90 s knowledge workers in KZ company,such as weak competitiveness of salary compared to the market,insufficient relevance and rationality of incentive program,narrow promotion channels and unclear process,communication methods between managers and employees do not keep pace with the times,and insufficient work authorization for post-90 s knowledge workers.Finally,according to the existing problems,guided by Maslow's Hierarchy of Needs Theory,Fairness Theory and Expectation Theory,and based on the relevant experience of other companies,as well as combined with the characteristics of the management system and employees in KZ company,the improvement actions proposed as improving the autonomy of local management in compensation system design according to the local market conditions,enhancing the external competitiveness of salary for key positions and professionals,and improving the relevance and rationality of incentive evaluation goals,adding grades and adjusting promotion time requirements,clarifying promotion measurement indicators and refining soft skill requirements,enhancing the systematization and transparency of promotion process,enhancing communication and feedback between managers and employees,and giving employees sufficient authorization.Through this research,in order to improve the work enthusiasm of the post-90 s knowledge workers in the company and stimulate their internal potential,improve their stability in the company and maintain high performance level,so as to achieve a win-win situation for the enterprise and employees.At the same time,it is also expected to provide reference value for other similar companies in the industry,domestic private enterprises and state-owned enterprises,especially for how domestic enterprises can formulate a more optimized internal management system to attract and retain post-90 s knowledge workers.