Study On Post-90s Employee Relationship Management Of Johnson Electric Company

As time flies,post-90 s has entering the job market,and is becoming the enterprise’s new indispensable force.Then they overturned the traditional management mode in manufacturing enterprise,which has been replaced by the humanist management mode.At the same time,managers realized it’s important to establish the humanist management in practice,which has great effect on the enterprise operation objectives and benefits directly.Post-90 s is obviously different with last generation.Considering their living background,political environment,social environment factors,and mostly growing up as left-behind children,they brought unprecedented challenge to enterprise management.The out-dated management styles lead to high employee turnover rate,lack of development space and low belonging sense to the enterprise.That requires the enterprises must change management style and incentive method fundamentally.So,how to manage employee relationships,especially the new generation of post-90 s,and make a good and harmonious employee relationship atmosphere in enterprises? It has become the difficult challenge that enterprise management and human resources management must face.This paper studies on post-90 s of Johnson electric company in Shenzhen,analyzes industry background situation,internal and external environment,and combine the theory of human resource management and organizational behavior knowledge.Through qualitative and quantitative analysis,this paper analyzes those emerged problems,and demonstrates the current problems of corporate employee relationship management with some of relevant practical cases.And these problems impact on the operation of the production directly and also point out the shortcomings in employee relationship management.Such as: high worker turnover,single incentives method.To solve these problems,this paper provides optimized measures and implementation Suggestions respectively from the aspects of how to improve management skills,improve employees’ promotion channels,excellent employees program,EAP project,and the enterprise culture construction dimensions which has achieved fairly good results in the process of implementation.In addition,this paper also makes some suggestions and expectations for current urban-rural integration and coordinated development,the improvement of social security system,and social environment of employees,strengthening focus on their mental health.Through analysis and study above,this paper finds that harmonious employee relationship management can not only help enterprises to win talent and retain talent,but also make the enterprise more effectively achieve the management goal of the enterprise,and this paper gives helpful suggestions and methods.The conclusion not only can be used as reference in the management of employee relationship at Johnson electric company in Shenzhen,but also has strong significant reference for other enterprises in the manufacturing industry.