Employee Satisfaction Investigate And Study In GBS Company

With the intensification of social change and market competition is increasingly fierce,managers and human resource management is increasing emphasis on employee satisfaction.Enterprise managers more and more clearly recognize that for an enterprise, whether it isbusiness strategy and marketing programs, product development and production, frombeginning to end, or to rely on staff to complete. Various aspects of the status of enterprisemanagement, internal workflow, enterprise management mechanism for the psychologicalfeelings of employees, will directly affect their work status, and ultimately affect thecompletion status and corporate customers’ business objectives Satisfaction Index. Therefore,give full play the enthusiasm of the staff is one of the important factors for enterprises toenhance competitiveness. For small and medium-sized private enterprises, the number ofemployees and benefits resources often rests in the hands of enterprise service-oriented staff,staff turnover and lower performance will bring about huge losses. Thus, the level ofemployee satisfaction will not only affect the viability of the enterprises in the fiercecompetition, perhaps even about its future development prospects. Small and medium-sizedenterprises need to work hard to improve employee satisfaction and loyalty, in order toenhance internal management, and enhance the competitiveness of enterprises.This paper focuses on small and medium-sized private enterprises, how to improveemployee satisfaction, expand the theory and practice of research and analysis to thesatisfaction of the GBS service-type employees, through questionnaires and interviewmethods of communication, trying to figure out the impact of employee satisfactiona keyfactor. The results of the analysis and interviews: the middle of GBS Company’s overall staffsatisfaction, but in the dimension of the work returns the lowest score; job satisfactionshowing significant differences. Based on the findings, we propose the followingrecommendations: to improve the remuneration of the distribution system and training systemto enhance employees’ career management, to establish clear mechanisms for promotion andimplementation of business management systems, strengthen the building of enterpriseculture to build a people-centered corporate culture.