Research On The Dimission Of New Employees In Qiongzhou Power Supply Bureau

The most active factor in the three elements of productivity is human resources.Employees are the most important and important part of human resources.New employees are the most active force and the most active component of human resources.Therefore,new employees are the most important capital in the future development of enterprises.Power supply enterprises have been in a monopoly position for a long time.In recent years,although Qiongzhou Power Supply Bureau has made a lot of innovations and reforms in human resources management,some inherent problems of human resources management have not been improved,especially in the issue of new employees'turnover.The turnover rate of new employees remains high,which increases the cost of labor and employment.It adds the risk of employing personnel,restricts the future development of enterprises,and reduces the average quality of enterprise personnel.Enterprises are faced with thinking and challenges in changing the past human resources model,stimulating the potential of new employees,how to train sustainable employees and how to retain outstanding talents.This requires Qiongzhou Power Supply Bureau to establish relevant supporting systems as soon as possible and implement effective new employee care plan and new employee career management plan.Based on the analysis of the background of Qiongzhou Power Supply Bureau,the current situation of human resources management,the current situation and existing problems of new employees'management,this paper studies the problem of new employees' resignation through related theoretical study and questionnaire survey,and constructs a new employees'growth care mechanism and new employees' career management system to help new employees adapt to the new working environment as soon as possible,and in them.Follow up their work,life and ideological situation in the future,through effective closed-loop feedback mechanism,help them solve the practical difficulties encountered in work and life,relieve the pressure at work,so that they can feel the warmth of "home" in the enterprise;at the same time,help new employees to plan their career,so that new employees can find direction in their work and increase their work.Increase the sense of belonging and reduce the turnover rate.Firstly,this paper elaborates the current situation and achievements of domestic and foreign research;secondly,it analyses the current situation of human resources management and the current situation of new staff management in Qiongzhou Power Supply Bureau as well as the current situation of the staff and the structure of the new staff.Through questionnaire survey and access to information,it summarizes the reasons for the new staff turnover;secondly,it reduces the turnover rate,employee care and career of the staff.Relevant theories have been studied,and the idea of reducing the turnover rate of new employees has been put forward according to the reasons for the turnover.The contents of the growth care mechanism and career management of new employees have been elaborated in detail,including enhancing the sense of ownership of new employees,strengthening the incentive mechanism,increasing the sense of honor of new employees,the orientation and development goal of new employees'career development,development channels and path selection.Help to reduce the turnover rate of new employees.Finally,the new employees'career planning and the corresponding supporting system are formulated.This paper makes a detailed study on the turnover of new employees in Qiongzhou Power Supply Bureau.Reducing the turnover rate of new employees is of great significance to improve the human resources management of power grid in the province.The research results have important practical significance and practical reference value for the reduction of the turnover rate of new employees in Qiongzhou Power Supply Bureau.