| In recent years,more and more "post-90s" have entered the traditional manufacturing company A in Kunshan City,injecting vitality into the company,but at the same time,the problem of "post-90s" employee loss in company A is also very serious."Post-90s" account for about 80% of the total lost employees,which is obviously beyond the normal scope.Based on the statistical analysis results of the "post-90s" employee loss of A company in the past ten years,this paper designs a survey questionnaire,analyzes various important factors affecting the "post-90s" loss of A company,and puts forward corresponding countermeasures for A company..Through the research,this paper draws the following conclusions:First,in the past ten years,the main reasons for the resignation of "post-90s" employees of A company are better treatment from competing companies,employees’ disapproval of A’s salary and benefits,corporate system and culture,and the slump in the manufacturing industry.Second,the frequent turnover of "post-90s" employees has done great harm to enterprises,including aggravating enterprise costs,affecting the stability of other employees,and dampening the atmosphere of the enterprise.Third,what may lead to the loss of the existing "post-90s" in A company is far more than the issue of salary and treatment,but also the issue of corporate system and corporate culture.Fourth,there are local policies and industry downturns and fierce competition that affect the loss of "post-90s" companies in A,as well as the company’s own treatment,systems,and cultural construction issues,as well as individual differences among "post-90s".Fifth,Company A should be committed to meeting the “post-90s”employees’ sense of material and spiritual needs,and make reforms in terms of compensation and benefits,growth mechanism,skill training mechanism,promotion mechanism and corporate culture.Targeted solution to the "post-90s" employee turnover problem. |
