Research On Employee Relationship Management Optimization Of QZ State-owned Enterprise Communication Company

This paper selects the QZ state-owned communication company affiliated to the state-owned communication company to conduct case studies,and deeply analyzes the current status of its employee relationship management,so as to propose optimization suggestions for state-owned enterprises.First of all,the theoretical research on relevant employee relationship management is summarized and summarized,and the relevant theories are summarized as the theoretical basis of this research,such as employee relationship management overview and meaning,employee relationship management seven modules(labor relationship management,employee interpersonal relationship management,communication management,employees).Situation management,corporate culture construction,employee relationship management training)theoretical perspectives and problems in state-owned enterprises,domestic and international research review.Secondly,the integrated data collects research data by means of interviewing senior managers and questionnaires,and statistically analyzes the problems existing in QZ state-owned communication company employee relationship management,that is,the employee relationship atmosphere is tight,the internal communication is not smooth,and the employees lack initiative.There is a lack of training on employee career planning,the lack of EAP services,and the formalization of corporate culture construction activities.Furthermore,the author analyzes the causes of the problems existing in the employee relationship management of QZ state-owned communication companies,and summarizes the main causes: unclear manager responsibility,insufficient communication between the upper and lower levels,lack of autonomy of employees,lack of perfect employee relationship management training mechanism,The difficulty of implementing EAP in state-owned enterprises,the mismatch between corporate culture construction and actual needs,and the formation of problems are laid out,laying the foundation for subsequent recommendations for optimization.Finally,it proposes optimization of key countermeasures and suggestions: clarify manager’s responsibility,enhance interaction between managers and employees,improve employee initiative,improve employee relationship management training mechanism,strengthen employee EAP construction,and optimize team culture construction.At the end of the article,summarize the full text of the point,point out the limitations of the paper and the outlook for the space that can be improved.