Young Employees Of SOEs Features Work Requirements

In the report of the18th party congress, it clearly puts forward "deepening the reform of state-owned enterprises, perfect various kinds of system of state-owned asset management","strengthen state-owned economic vitality, control force, influence." which clearly points out the future direction of reform and development of state-owned enterprises. How to remain undefeated in the tierce market competition, implement the enterprise development strategy, is the question that state-owned enterprises must consider. The development of the enterprise cannot do without the support of talent. To realize the enterprise’s long-term strategic goal cannot do without a trustworthy young team. There is an ancient saying:a good bird finds a quality wood to habit and excellent servant finds the suitabie master to serve.So this snows from ancient time till now, talents development is deeply related to the environment. So how to know the young employee’s needs. how to keep the young employees and incentivize them and how to dig up their potential to keep enterprises benefits should be a concern to the state-owned enterprises.Bsasea on the in-depth review of relevant literature and questionnaire investigatio especially using a domestic central enterprise J comnanv as the research obiect and based on the needs theory of Maslow classic, through theoretical research and combined with the actual situation of the state-owned enterprise, this paper organizes25relatively rather prominent factors and builds the needs model and come up with three researches based on the requirement cnaractenstics:one is the study on the importance of work demand factors: second one is to carry out research on the satisfaction of work needs, and combined with the importance degree, Job nopping causes etc. to have a precautious research for the fitterence between importance level and satisfaction level and the reason for leaving the company early. The third one is to research the differentiation of needs for the young employees (mainly use the variations of age, gender, seniority, diplomas etc.) based on the above research and the matrix model, it can conclude the characteristics of young employee’s needs of J enterprise:highly focus on the team atmosphere, leader quality, and interpersonal relationship, the dissatisfaction of the economic return, equality, fairness and work recognition etc, and the indifference of the needs of self-achievement. Only when the young employees meet their internal needs can they improve their activism, and the company s incentive measures can be ettective. So based on the research result, this paper proposes four suggestions for the young employees incentive suggestions include an incentive system that is built upon the material return and personal development, a company systematic culture that is warm and motivating, a focus on the achievement incentive and emotional incentive, an improvement of satisfaction for their internal needs. as well as a system to prevent employee leaving etc.