Turnover Of The New Generation Research On Problems And Countermeasures In J Group

With the progress of the times,the competition in the talent market is becoming more and more intense.The problem of high turnover rate of new generation employees has received widespread attention from society.Especially for manufacturing enterprises,most of them are labor-intensive enterprises,which have a huge demand and dependence on human resources.Therefore,the problem of high turnover rate of new generation employees is more concerning in manufacturing enterprises.How to retain the new generation of employees effectively and carry out effective human resource management has become an urgent problem for manufacturing enterprises to solve.J Group is a small enterprise mainly engaged in steel structure construction and general contracting,like other enterprises,which also facing the problem of employee turnover,especially the problem of the new generation employees turnover.This thesis focuses on the problem of the new generation employees turnover in J group.Based on the review of domestic and foreign literature on new generation employee turnover and two-factor theory,hierarchy of needs theory and equity theory,this thesis used Price-Mueller model and conducted interviews and questionnaire surveys on their current situation of turnover.It provides a more comprehensive overview of the characteristics of new generation employees and the causes of turnover,determines the objectives of the survey,and composes the relevant theories;then,taking the new generation employees of J Group as the research object,we analyzed the reliability of the obtained data by means of SPSS software and obtained the results were by means of questionnaire survey;finally,on the basis of the above investigation and calculation,the main reasons for the turnover of new generation employees of J Group were analyzed,such as imperfect salary and benefit system,insufficient sense of security and inability to integrate well into the company,and countermeasures such as formulating a sound career system for employees and strengthening the construction of corporate management culture adapted to new generation employees were proposed.