Research On New Generation Employee Turnover In S Enterprise

With the serious of the market competition,enterprise competition is the talent competition in some way.When new employees begin working and become the main group in enterprise,how to manage the new generation employee and maximally reduce employee’s diminishment is the key to build the core competitiveness.S enterprise as the state-owned and professional human resource enterprise,which keeps the strategy of talent introduction for graduates,so new generation employees are main group in enterprise.However,resignation problem of new employees still plagues S enterprise in recent years.Due to diminishment of new generation employee would lead to increased cost to find replacement and diminishment of key resource or leakage the business secrets,they will affect the brand of S enterprise.How to address this issue is urgent.In this paper,huge amount of literature are analyzed on staff turnover theory,and start from current situation of high staff turnover in S enterprise to find out some problems that remuneration system is unfair,same work with different pay to lead to not reach the new generation employee’s expectation,performance appraisal mechanism focus on the experience,less training and low-level for new generation employee,single career planning and less planning involved for new generation employee.And then through real surveying and studying,questionnaire and talking are used to analysis the inner and extern reasons of losing new generation employee.According to research method of find issue,analyze issue and solve issue,the problem is analyzed from inner and extern reasons in this paper.Among that,extern reason contains industry context and S enterprise’s context,and inner reason contains low-lever leadership,psychological capital and unhealthy occupational choices.For the above reasons,the decisions of scientific mechanism for selection employment and healthy social credit system is constructed,and performance appraisal mechanism of salary,the scientific strategy of organizational level,mood management and differentiation concern strategy are constructed in this paper,so as that reduce the turnover rate and operational risk of S enterprise,and it will provide the support for human resource of S enterprise.