A Study Of "Post-90s" Employee Turnover In Gx Based On Two-Factor Theory

With the development of the times,"post-90s" have gradually become the main force in the workplace.The "post-90s" are a generation full of personality and dare to think and do.According to statistics,the turnover rate of "post-90s" employees is significantly higher than that of "post-80s".Establishing a stable human resource relationship and reducing the loss of "post-90s" employees is very important to the development of enterprises.Therefore,it is of great practical significance to choose to study the "post-90s" employee turnover of GX company.This paper uses the literature collection method to sort out the current situation of the "post-90s" employee turnover.On this basis,it creatively uses the questionnaire survey method and interview method to investigate and study the "post-90s" employees’ satisfaction with the enterprise system management,salary system,performance appraisal and promotion prospect based on the two factor theory.According to the questionnaire survey results and the interview contents of 7 resigned personnel,combined with the actual situation of the company,this paper makes an objective and in-depth analysis of the current situation from the two dimensions of health care factors and incentive factors,and designs the solution to the loss of "post-90s" employees based on the characteristics of "post-90s" employees.And put forward safeguard measures from the three aspects of system,organization and culture to ensure the implementation effect of the solution and continuously enhance the market competitiveness of GX company.This paper analyzes the main reasons for the loss of "post-90s" employees in GX company: the working soft environment needs to be improved,the salary system is unreasonable,the work is less challenging,the power and responsibility mechanism is unequal,the interest in work is not high,and the practicability of company training is not strong.Based on the two factor theory,this paper puts forward solutions such as improving the company’s management system,optimizing the salary and welfare system,improving the working environment of employees,enhancing the challenge of work,establishing the equal right and responsibility level system,stimulating employees’ interest in work,and improving employees’ training system.It is expected to improve the construction of human resources system of GX company,reduce the turnover rate of "post-90s" employees and enhance the development competitiveness of the company,It also provides a reference for the human resource management of the same type of enterprises.