Study On The Strategy Of Young Employees’ Personal-enterprise Values Fit In C Company

With the growing maturity of the domestic customer service industry and the increasing of competitors,the first mover advantage of company C in China market is no longer prominent,and the business growth has slowed down in the past three years.At the same time,for the post-90 s young front-line employees who account for the vast majority of company,the traditional command and control management method seems to no longer work,resulting in high turnover rate,frequent management contradictions,and intensification of negative public opinion,which has seriously affected the overall profitability and growth rate of the company and posed new challenges to the internal personnel management of the company.Therefore,how to empower people managers to meet the increasingly complex needs of team management;How to attract more talents who agree with the corporate culture,reduce the turnover rate and improve the employee engagement;How to build employee teams with high loyalty,high engagement and flexibility has become several difficulties in the human resource management of company C.This study takes company C as the specific research object and young employees as the main research object.It introduces the current situation of the development and people management of company C.Combined with the relevant theories and achievements such as personal-enterprise values fit theory and corporate culture,with the help of literature research,questionnaire survey and interview survey,it clarifies the core problems and causes of company C in human resource management.It has designed a set of strategies and safeguard measures for the fit of individual enterprise values of employees.The study shows that the existing main problems of company C are: the lack of personal-enterprise fit goals and evaluation standards,the need to update the career management concept of the manager team,the lack of internal culture and values publicity,and the lack of management system guarantee for the construction of cultural values.Through the application of relevant theories and the evaluation of company C ’s existing resources,this study designed strategies to formulate goals and evaluation standards that fit the values,establish a management concept that respects personalization,stage by stage publicity of organizational socialization based on corporate culture,and carry out culture activities that fit the value orientation of young employees.At the same time,this study puts forward the guarantee measures to obtain the recognition and support of the senior leader team,institutionalize the organizational cultural activities and establish an oriented incentive mechanism.This study focuses on the study of the Person-Organization fit,which has certain significance for the young employees of company C to re-examine their working methods and for the enterprise to update its own management system and methods and provides new ideas for the better development of people management in the customer service industry.