Lh Oilfield In 80 After The Research Of Employee Satisfaction

There exist distinctive differences between the tow groups of employees, theyounger generation born in80s and the ones born before, among the personalities, thelife perspectives and values in our country, so does the former’s choices on theprofessions and satisfaction with their jobs. To begin with, they have self-consciousand aggressive characters. Secondly, they worship freedom, hoping owning theirindividual working time and space. Furthermore, they have the fitful minds, Theircreative minds free from the traditional working doctrines always break the oldroutines, bringing about new advices to works and management methods, injecting afresh blood into the enterprises. These notions on works among employees born in80s bring new impacts and challenges to current HR managements, which introducean important issue on how to improve their work satisfaction and the company’sperformance efficiency. Basing on the current rapid development and talents’bottle-necking confusion co-existing in our country, the essay is largely directed at thefollowing research.Through the document researching, subjecting the80s’ employees in LH oil field,it is directed at the the satisfaction differences among these people from differentpopulation backgrounds by the means of surveys, collecting data, descriptivestatistics analysis by EXCEL, credit and efficiency analysis by SPSS17.0, specialsample T and Anova analysis test. Then it will find out the working satisfactiondegrees and draw the comparative analysis among the subjected tow groups by settingup the satisfaction model formula. Finally, based on the above research conclusions, itwill suggest the incentive measures of improving80s’ employees’ workingsatisfactions in LH oil field.Through my researches, I conclude as the followings:1. Except the noticeable differences on satisfaction degrees between the3-yearcollege graduates and4-year graduates, post-graduates,there is rarely any obviousdifferences among the80s-born employees whatever sexual status, ages,working time,or marital status they are. 2. the prominent differences happened between80s’born employees and olderones, the former grade lower towards their works itself, the returns, the conditions,the working teams,and management satisfactions.3.80-born employees in the Lh oil field worship freedom and innovations.Having a both flexible and passionate characteristic, a strong sense of knowledgeacquisition, they value the training and career development given by the employers,dreaming big and planning clearly for their careers.4. some problems discovered in the management of80s-born employees in HLoil field: the unbalanced building-up in the pay-check and welfare system,expressively in the lack of fairness and efficient promotion system, andoveremphasized emotional factors, the costly training fees reducing the chances, themonotonous routine works, and the split-up between the efficient performancemanagement and strategic goals.Directing at these results,the author raise the following solutions: set upthe performance-related system based on the “paid on your labors”notion; setup the modified training system; set up the fair promotion system; richen theworking content;build up the performance related management system attachedto the strategic goals.