Prevention And Management Of The Turnover Tendency Of New Employees Born In The 90s

With the development of the times,the young generation has appeared on the world stage.The young people with their young lives are not only injecting fresh blood into the enterprise for its development but also bringing new vitality to the society for its advancement.Based on the research of classic turnover theory at home and abroad,this paper makes an investigation of turnover tendencies among present new employees and meanwhile makes a survey of work values among post 90s.After that,the turnover tendencies of post-90 new employees are forecasted and the key influence factors are found out in the paper so as to make effective prevention and management of post-90 new employees' turnovers.The content of the thesis includes the following aspects:(1)Through the literature survey,the author has obtained the theoretical achievements relevant to post-90 employees,new employees and classic turnover theories.It lays a theoretical foundation for this thesis.(2)On the basis of the domestic literature survey of the turnover management of new employees and the result of the questionnaire survey,the author concluded the particularities of post-90 new employees in terms of personality characteristics and work values.(3)By means of questionnaire survey,work values of post-90 new employees are found out.Accordingly,the author constructs the turnover tendency model of post-90 new employees and seeks out key influence factors.(4)Through the establishment of the model,the author pertinently puts forward countermeasures and suggestions of how to prevent and manage the turnover tendency of newly recruited post-90 college students.Analyses and conclusions:The reason of the post-90 new employees' turnover tendency could be mainly divided into two kinds.One is internal force;the other is external force.The internal force includes:one's own situation,the pursuit of success,the interest orientation,the value orientation,the development orientation and so on.The external force includes:social impression,competitors' drawing over,payments,career prospects,job satisfactions,organizational supports and organizational commitments and so on.Countermeasures and suggestions:At the school level,the paper elaborates 4 aspects such as employment guidance,content of specialty teaching,practice teaching and career planning.At the enterprise level,this paper puts forward a corresponding management system according to the context of employee selection,employee training,employee recruitment,and employee retention.At the individual level,the paper gives suggestions from the perspective of psychological expectation and career management.At the social level,the paper emphasizes that people should establish correct views of money,dedication and equal occupation status.Finally,at the family level,the paper puts forward views of how to reshape one's personality and values.