Research On The Reasons And Countermeasures Of The Loss Of The Young Generation Of Employees In The K Company

A talent team with a reasonable number of team member,appropriate structure,outstanding ability,and can effectively support the company’s transformation and development is the driving force for the company to implement the new positioning of "creating a world-class information service technology innovation company" and achieve high-quality development through transformation and upgrading.With high educational background and strong learning ability,young employees who have entered the company through campus recruitment are defined as the mainstay of the company’s transformation and upgrading and high-quality development,and are the backbone of the company’s implementation of production and operation and strategic goals and to deal with fierce market competition.In recent years,a large number of young employees who entered the company through campus recruitment channels chose to leave the K company after a period of employment.According to statistics,the turnover rate of young employees entering the company from 2014 to 2020 reached 37.3%,a high turnover rate.It has affected the business development of the K Company,a talent gap was created,it has weakened the competitiveness of the enterprise,and threatened the company’s transformation,upgrading and high-quality development.This paper takes the young employees who entered the K company from 2014 to2020 as the research object,and through the summary of the previous research,extracts the previous research results such as work values,organizational commitment,the relationship between job satisfaction and turnover,and the group characteristics of young employees,the summary of the classic foreign resignation model,and carried out the research work of the article with the ERG demand hierarchy theory as the guiding basis.Based on the resignation interview records of employees,according to Price-Mueller’s overall resignation model,an online survey questionnaire was designed based on job values,organizational commitment,and job satisfaction,position,organizational structure,performance appraisal and corporate culture.According to the survey results,from the perspective of human resource management,this paper puts forward the countermeasures for the K company to effectively retain young employees.Mainly include: improving the salary management system to enhance salary competitiveness;expanding employee promotion channels to help employees grow in their careers;adjusting the company’s organizational structure to meet the needs of business development;improving job content settings and gradually recovering core competencies;To motivate;build an inclusive and harmonious corporate culture and enhance employees’ sense of belonging.