Research On Coping Strategies For Turnover Of New Generation Employees In SX Company

At present,the social and economic growth of our country has entered a new stage,The demographic dividend is fading,and the growing cost of labour has posed challenges to labor-intensive enterprises.However,the turnover rate of traditional manufacturing is relatively high,among which the turnover rate of the new generation of employees is higher,and the high turnover rate of employees has caused a negative impact on some manufacturing enterprises,such as the flow of technical personnel,resulting in an increase in the training cost of new employees,and a decline in the production and operation efficiency of employees in the transition stage.Therefore,to ensure the healthy and sustainable development of enterprises,it is necessary to pay attention to the problem of brain drain and improve talent management systems and tools,and attract and retain talents.Taking SX Company in Handan City,Hebei Province as the research object,this paper explored Reasons for the leaving of the new generation of employees at SX by using literature research method,interview survey method,research methods such as questionnaires,statistical analysis,and other methods,and puts forward corresponding countermeasures.This paper mainly studies the current situation of the leaving of the new generation of employees at SX,analyzes its impact and causes,and puts forward corresponding suggestions and countermeasures.Based on the interview,this paper combines the Price-Mueller model design to design the questionnaire,and analyzes the questionnaire of the new generation of SX employees from three aspects: internal factors,external factors and personal factors.Internal factors of enterprises mainly include lack of equal and harmonious interpersonal relationships,imperfect salary and welfare system,work pressure,working environment,lack of clear career planning,etc.External environmental factors are mainly external opportunities and kinship responsibilities.Personal factors are derived,mainly in terms of personal values.These factors can have an impact on the departure of the new generation of employees.Based on these,we will formulate corresponding countermeasures for the resignation of the new generation of employees of SX Company,such as improving the recruitment management of the new generation of employees,balancing the time between work and rest,establishing a flexible work system,implementing a job rotation system,improving the working environment,building a salary and welfare system,guiding employees to plan for long-term development,strengthening interpersonal harmony,and creating a good working environment.Finally,safeguards are also needed to ensure the smooth implementation of the strategy.first formulate an implementation plan,list the implementation plan schedule,and then guarantee the implementation of the program from the four aspects of the enterprise’s capital,culture,manpower,and system,and formulate corresponding safeguard measures to ensure that the program can be carried out smoothly.The research results of this paper can help SX Company reduce the employee turnover rate in human resource management in the future,and also hope that enterprises with similar backgrounds and operational processes as SX Company can find relevant experience from SX Company’s employee turnover problem,so as to improve the management level of human resources.