Research On Key Techniques Of Radio Resource Allocation In Relay-enhanced Cellular Networks

With the increasing demand for quality education and vocational education,private education and training institutions have gradually occupied an important position in China's education market,and continue to promote and deepen the marketization of the education industry has become an indispensable force.Under this external environmental condition,a large number of small and medium-sized enterprises have joined the ranks of the private education and training industry.However,in this industry,small and medium-sized education and training institutions must face the leading domestic education and training institutions and foreign-invested enterprises with advanced educational concepts.It is necessary to stand out from the bottom and lay a foundation for small and medium-sized educational and training institutions.In such a fierce and competitive environment,how to improve your core competitiveness to survive and catch up with others is a problem for SMEs,including HD Company,who need to think about solving problems.When it comes to improving competitiveness,human resources rank first in all kinds of resources(material,financial,human,etc.),but most of the decision-makers of SMEs,including HD,are mostly satisfied with the Company's traditional personnel work.The human resources are not raised to the strategic level as the core competitiveness of the Company.The long-term lack of attention to the internal needs of employees leads to dissatisfaction among employees,coupled with the disadvantages of small and medium-sized enterprises compared to large enterprises.Employees are even more dissatisfied,and the turnover rate of employees is high for a long time.It is even more difficult to retain excellent employees.In this paper,HD Company is the research object.Based on the theory of two-factor theory,expectation theory,fairness theory and literature review,we will find out HD Company through two kinds of analysis methods: in-depth employee interview and in-service employee satisfaction interview.The underlying reasons behind employee turnover.After in-depth analysis,the reasons for the loss of HD employees are as follows: There is no scientific salary system;Welfare is not perfect;Performance evaluation is unreasonable;The Company has no incentive mechanism;Lack of good corporate culture.After finding the reasons,this paper proposes solutions for the reasons of HD Company employee turnover: Design a scientific and feasible salary management plan;Improve welfare protection;Establish a sound performance appraisal system;Employee stock ownership plan;HD Company culture construction.The solution has been implemented with the consent of the HD Company leaders and has had initial results.This paper aims to improve the stability of HD employees and form core competitiveness by solving the problem of employee turnover of HD Company.