Research On The Causes And Countermeasures Of The "Post-90s" Staff Loss Of N Chemical Company

In recent years,a large number of "post-90s" employees have entered N chemical companies,but their turnover rate is getting higher and higher.The reasons for the turnover of the "post-90s" employees are analyzed and analyzed.The characteristics of the flow and the loss are helpful for companies to find their own shortcomings.Talent retention,employment and employee retention strategies to prevent the continuous loss of "post-90s" employees of the same type will bring losses to the enterprise and provide strong human resources guarantee for the sustainable development of the enterprise.Nowadays,the fundamental competition of enterprises lies in the competition of personnel,especially for the new generation of “post-90s” employees.How to train such employees into high-quality composite employees and reduce the turnover rate has become the focus of the company.Only by staying at the "post-90s" new generation of technology can we be invincible in the fierce market competition.On the basis of introducing theoretical research on employee turnover at home and abroad,this thesis integrates theoretical knowledge of related disciplines such as human resource management,and uses methods such as literature research,statistical analysis,and in-depth interviews and investigations.The cause of the churn carries out in-depth exploratory research.By analyzing the basic information survey,employee job satisfaction survey,and employee turnover intention survey of N chemical companies,the macro factors,corporate factors,and personal factors that affect the "90s" employee turnover are analyzed and summarized.Based on this,N chemical companies are proposed Coping Strategies for "Post-90s" Employee Loss.First of all,adjust the "post-90s" employee management system of the company,and follow the characteristics of "post-90s" employees in terms of recruitment,promotion,and job management;secondly,formulate systematic employee training to provide high-quality resources for employees' growth;It is necessary to establish a scientific and complete salary performance system,ensure scientific staffing,job placement,and salary,and gradually improve employee welfare;fourthly,cultivate a characteristic culture that is conducive to the development of the company,and combine the unique characteristics of "post-90s" personalization and innovation to organize suitable Activities to enhance employees' corporate identity.