| With the rapid development of science and technology,the competition between enterprises is increasingly fierce,and the competition of talents determines the survival and development of enterprises.Enterprises want to survive in the fierce competition for talent,the development,must want to have a set of scientific and effective human resources management system and incentive mechanism,only in this way,to continue to attract talent,reduce the loss of personnel and establish and perfect their own talent reserve team.In the zhengzhou city of NY mobile,technology and knowledge talents are the backbone of the company,making the company have achieved considerable development in a short period of four years.However,in recent years,due to market factors,internal management factors and personal factors of employees,there has been a great loss of staff.Zhengzhou NY mobile company as an example,this paper refer to human resources management,compensation management and performance management theory as the basis for research and study of NY company staffs loss problem.In the study,this paper analyzed the loss of employees of the company based on the three perspectives of identity,education and seniority,and combined with the satisfaction questionnaire.Through research,found that the company there are five aspects of problems: one is the unreasonable salary system,the company is not according to the needs of market development,the salary system reform,perfect,make the development of the salary system can't keep up with the trend of the development of The Times.Second is unfair performance appraisal system,the company is not according to different functions and different positions of employees,formulate measures of different performance appraisal,the performance appraisal can't really reflect the ability of employees to work,working process and working achievement,at the same time,because of the influence of artificial factors in the performance appraisal,the phenomenon of the "go through the motions".Third,the welfare system is unfair,different levels,different positions,different positions and employees enjoy different benefits,and the gap is too large,so that employees can feel the injustice in psychology.Fourth,the work intensity is too large,so that the staff can not adapt to the work.Five is set by the company development plan doesn't really consider the development of the individual expectation goal,not for the development of the individual reasonable size,promotion of employees in developing unclear or development prospect of the future development of themselves.In view of these problems,this paper believes that reform and improvement should be carried out from the following seven aspects: first,the perfection of the performance appraisal system should be formulated to ensure the fairness and justice of the company's performance appraisal;Second,strengthen the company's own construction,the establishment of staff turnover management mechanism;Third,the establishment of a sound selection,employing mechanism,from the root of the selection of good people;The fourth is the innovative compensation distribution model to keep the development of the salary system in keeping with the trend of The Times;Fifth,to establish a fair and impartial internal environment for employees to provide a good working environment;Sixth,establish the concept of "people-oriented" in the company,put the development of employees first,and provide various opportunities for the development of employees;Seventh,expand the career of employees,provide clear direction for the development of employees.Based on the research of the NY mobile company staffs loss problem,put forward the coping strategies appropriately,thus promote the company's human resources management,compensation management and performance management reform and improvement of staff turnover can deal with problems,also to the problem of staff turnover to cope with the communications industry has a certain reference significance and reference value. |
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