Research On The Evaluation Of Employee Loyalty In A Company

Enterprises with a stable and reliable talent team with high work enthusiasm and strong innovation ability can have an advantage in the competition.The scientific and effective human resource management can make the enterprise have a stable and reliable talent team with high work enthusiasm and strong innovation ability,improve its performance and achieve its development goals.At the same time,the creative thinking of employees has a decisive impact on their innovation ability,and the loyalty of employees has a significant impact on the creative thinking of employees.Employee loyalty is the recognition of the organization from the psychological level of employees,and the strength of their commitment to the organization,which not only affects their enthusiasm for work,innovation ability and work performance,but also maintains the relationship between employees and the company,reducing the company’s Human resources replacement costs,improve their performance and competitiveness.However,Company A only focuses on the pursuit of economic benefits and investment returns,ignoring the attention to employee loyalty,which seriously hinders its rapid and sustainable development.Therefore,the evaluation of employee loyalty has certain practical significance.On the basis of systematically sorting out relevant research results at home and abroad and reviewing relevant theories,based on relevant theories,according to the concept and connotation of employee loyalty,combined with interview results,and drawing on domestic and foreign research results,this paper constructs four first-level indicators,18 A second-level employee loyalty evaluation index system,and based on the analytic hierarchy process and the fuzzy comprehensive evaluation method to measure the employee loyalty of company A.The main conclusions are as follows:(1)Company A’s employee loyalty is low,and the scores of each first-level evaluation index are quite different;(2)The scores of each secondary indicator included in employees’ job security are different,and there are obvious differences.Comparatively speaking,the score of salary promotion security is the highest,and the job execution security score is the lowest;(3)There are also large differences in the scores of the secondary evaluation indicators included in employee attitudes and behaviors,the employees’knowledge and skills have the highest score,and the caring company has the lowest score;(4)The scores of each secondary evaluation index of leadership style and ability are different,the management style and style of the leader have the lowest score,and the leader’s recognition of the employee’s work has the highest score;(5)Company A employees There is a big difference in the scores of each secondary evaluation index included in corporate culture and characteristics.The products and services provided by the company have the highest score,and the development prospect of the company has the lowest score.Finally,according to the analysis results,some countermeasures and suggestions are put forward,such as adjusting the salary structure and level,improving the performance appraisal system,improving the employee training mechanism,establishing a reasonable incentive and restraint mechanism,improving the sense of security in work execution,continuing to improve the employee promotion system,and changing the leadership style.Effectively enhance the loyalty of company A’s employees.