The Post-90s Staff Management Research Of GF Customer Service Call Center Based On Organizational Socialization Theory

Aimed at the phenomena, prevailing among enterprises, of high turnover rate and low job performance due to the fact that new employees could not fit into the organization naturally and become part of it, the study of organizational socialization has become one of the salient research problems in the fields of contemporary human resources management, which not only provides a good theoretical basis for working effectively in new employees orientation and training, but also enhances the efficiency of the work of human resources management. In recent years, customer service call industry has developed rapidly. As for this type of labor-intensive one, seats are core assets and competence. Enterprises need successful organizational socialization to keep stable sailing in order to achieve the objective. On the one hand, it can help employees obey the company value and relevant regulations so as to achieve great staff management; on the other, it can promote compatibility between employees and the work, realizing purposes of employees’high job performance and loyalty. Therefore, whether a company is able to absorb new employees into a member of the organization successfully or not concerns its existence and sustainable development.Employees just taking up their jobs need to get through the change of the role in workforce and working environment. Faced with lots of uncertainties, it will arouse various kind of um-adaptability. The new generation after 90s has been the main force in the wave of employment since 2012. The total number of college graduates through out the country will reach 7,270,000 in 2014 while next year it will be up to 7,490,000. Obviously, the generation after 90s has become the main force of labor, whose position in the company and productivity will determine the destiny or prospects of the company’s future. The new generation employees are commonly characterized by positive personality traits and special value orientation. They are independent and they lay emphasize to the embodiment of self-worth as well as yearn for others’attention. Confronted the group of new generation employees with numerous characters, it would get half the result with twice the effort, meanwhile it would exert a negative influence on the career of employees themselves if the company proceeds organizational socialization according to the obsolete management thought and method.Based on customer service call industry and the theory of organizational socialization, the thesis analyze the condition of staff management in GF customer service call center so as to propose the measures taken to prove directing at staff management in GF customer service call center, especially that of new generation after 90s. Firstly, it will start with the review and summarization of the development of organizational socialization and sort up the relevant theory of new generation staff management. Secondly, it will introduce and analyze the development process, organizational framework, promotion management, performance management and other aspects of GF customer service call center, at the same time, it will point out some problems aroused by the existing management system combined with employees’ performance, turnover rate and quitting cause, etc. Eventually, it will make pointed references to promote some measures taken to improve for GF customer service call center staff management integrated the relevant theory and ways of organizational socialization. This research is able to offer the guide and reference to the staff management in GF customer service call center and customer service call industry as well.