Research On The Turnover Of The New Generation Of Knowledgeable Employees In H Power Branch Based On The 4P Model

State Grid Corporation of China is the largest power utility company in China and an important part of the world energy internet.Its development is closely related to the lifeblood of the national economy and national energy security.Since The 19 th National Congress,the central government has put forward the energy strategy of " Four revolutions and one cooperation".The State Grid has made breakthrough progress in the reform of electric power and state-owned enterprises through the development strategy of the new era.In January 2019,the State Grid set the strategic goal of " Three types and two networks,World class".It needs to upgrade the development concept,technical equipment and core capabilities in an all-round way,and puts forward new and higher requirements on the quantity and quality of knowledge-based talents.H branch is a subordinate company of the state grid provincial company.In the past 10 years,it has introduced a group of graduates with high academic qualifications and high quality through the strategic recruitment of talents.They are young,energetic and distinctive.they are also called " new generation knowledge workers" and are the backbone of the company's future development.The new generation of knowledge workers have great mobility and high turnover rate,which has caused the brain drain of H Branch,increased the cost of human resources,affected the morale of employees,and is not conducive to the long-term development of the enterprise.Based on the “4P” theory of human resources management,this paper takes the new generation of knowledge workers in State Grid H Branch as the research object,and mainly adopts the methods of literature research,questionnaire survey and character interview.Through theoretical research,combing domestic and foreign literature,to lay a theoretical foundation for the proposed solution;Through empirical research,master first-hand data and summarize the current situation,characteristics and main reasons of new generation knowledge workers leaving H Branch.Based on the “4P” model of human resources management,this paper aims at the four aspects of salary distribution,career development,post arrangement and performance appraisal where the crux lies.Finally,the paper puts forward countermeasures and suggestions from the “4P” angles of personality management,position management,performance appraisal and payment management.On the one hand,it aims to reduce the turnover rate of new generation knowledge workers in State Grid H Branch and prevent the further loss of new generation knowledge workers.On the other hand,it provides relevant references for similar enterprises to solve similar problems.