Research On Strategies To Improve Employee Satisfaction In G China Unicom Branc

The 14 th five-year Plan points out that the overall scale of China’s information and communications industry will further expand and become a strong pillar for building a manufacturing power,a network power and a digital China by 2025.With the issuance of5 G license,the fierce competition among China Telecom,China Mobile and China Unicom makes the demand for related talents more urgent,and their demand shows explosive growth.while the COVID-19 epidemic accelerates a massive brain drain among enterprises.this imbalance between supply and demand makes enterprises more aware of the importance of employees as the cornerstone of enterprise development.In recent years,due to the mixed reform of China Unicom,there are problems at all management levels.G Unicom Branch has showed the phenomenon of more employee complaints,low satisfaction and high turnover rate.in the context of 5G era,how to improve employee satisfaction has increasingly become an important link to win market competitive advantage.For this reason,this paper selects the employee satisfaction of G Unicom Branch to conduct a special investigation and research.Firstly,this paper constructs the employee satisfaction survey model based on the job description form(Job Descriptive Index,JDI)developed by Smith,Kendall & Hullin(1965),and combined with the reality of G Unicom Branch.The pre-test shows that the designed employee satisfaction questionnaire has achieved the desired results and ensured the quality of the questionnaire designed by this research and development.Secondly,we carried out the employee satisfaction survey for G Unicom Branch combined with the comparative perspective of Ex-employee and incumbent employees.Through the investigation.the following conclusions are drawn: G Unicom Branch has some specific problems that affect employee satisfaction,such as insufficient construction of corporate culture,imperfect performance evaluation,defects in promotion mechanism,harmonious relationship between leaders and colleagues and so on.Finally,according to the above findings,combined with field investigation and case studies of three communication companies.Targeted suggestions are put forward,such as strengthening the construction of corporate culture,improving leadership management,improving work performance evaluation methods,improving performance feedback,improving working time management,improving leave management methods,and formulating a reasonable training result analysis framework,broadening staff promotion channels,enhancing understanding and harmonious relations,establishing internal community management,strengthening the information construction of logistics back-office departments,improving the inter-departmental coordination mechanism and other specific improvement suggestions.The results obtained in this study are of excellent application value to improve the employee satisfaction of G Unicom Branch and solve the problems of many complaints and high employee turnover rate in G Unicom Branch.In terms of improving employee satisfaction and reducing employee turnover in the communications industry.It should be able to serve as a reference for other branches or even the whole Unicom or other telecom operators.