Case Study On Motivation Of New Generation Employees In CX Company

Achieving sustained development is the biggest goal to create profits for company.Human resource management is the most important factor to achieve this target,and its priority is how to get the maximization of human resource value.As the "Born after 1990" new generation of employees become the main force of workers,especially in the industry of outsource companies,they are gradually becoming the backbone of the company's growth.New generation employees with their own passion and energy are bringing new opportunities for enterprise's development,at the meantime,also representing the future of the enterprise.Somehow,the environment of new generation staff's growth is distinct with 70 s and 80 s staff.They pursue freedom,with strong self-consciousness,willing to innovate,thinking actively,and daring to fight.As a result,instability along with their characters,which causes the human resource's management cost is much higher than ever,it's becoming the primary problem to solve.CX Company is specialized in business outsourcing service located in Dalian,and 75% is new generation of employees.In 2016,the monthly resignation rate of grass-roots staff has reached to 5%,how to reduce employee-resigning rate of the grass roots level is the priority for management team.Based on the theory of "case analysis-theory guide-find out problems-give the solutions",via analyzing four typical representative cases of new generation employees,also integrating relevant theories of human resources,realized that there are motivation problems happened in the grass-roots staff,which mainly reflected in: 1)the salary system is lack of fairness,2)performance rewards is too simplified,3)training pertinence is insufficient,4)no plan for staff career development.Regards to the problems occurred in Dalian CX Company,the authors worked out the corresponding solutions to each problem separately: 1)Establish scientific incentive system,2)make performance rewards diversification,3)build up a training system for different career development direction,and 4)customize staff's own career development plans according to the different characteristics of employees.Every plan has detailed implementing rules,through these measures to improve the efficiency of the CX Company's motivation,consequently to reduce the human resource management cost,and finally achieving sustainable development.Meanwhile,we can shed some lights to other companies that are facing similar complexities on how to motivate the new generation of employees.