Investigation And Relativity Study On Cenozoic Employees Of JW Company

As the new generation of employees born in the 1990 s and even the 1995 s gradually entering the workplace,they are gradually grow into the main body of the workplace.The management problems of the new generation of employees have increasingly attracted the attention of management academia and enterprises.In particular,the issue of the high turnover rate of the post-90 s and post-95 s generations has aroused wide concern from all sectors of society.JW company as a leader in the field of manufacturing enterprises in our country,recruitment of fresh graduates has been used in the recruitment strategy,almost all of them belong to the new generation of employees born after 1990 and 1995.The high turnover rate of the new generation of employees has become a difficult problem for JW company's enterprise management.The problem of too high staff turnover rate not only has an immeasurable impact on the economy and technology of enterprises,but also has a certain impact on enterprise cohesion,organizational atmosphere and cultural construction.Therefore,the enterprise also attaches great importance to,efforts to eliminate the impact of various factors affecting staff turnover,and make improvements,make every effort to reduce the staff turnover rate.Based on the research results of domestic and foreign scholars on the issue of employee turnover,this paper systematically analyzes the characteristics of the new generation of employees,the reasons for their loss and the influencing factors,clarifies the research objects and sorts out the theoretical basis of the research.And the new generation of JW staff turnover problem empirical analysis,In-depth study of the impact of the new generation of employee turnover,so as to put forward improvement strategies.By referring to the historical data of the turnover of the new generation of employees in JW company,the empirical study analyzes the factors that may lead to the turnover of the new generation of employees,and selects targeted objects for questionnaire survey and interview.SPSS software was used to test the reliability and validity of the questionnaire design,and Minitab software was used to analyze big data information,it is found that there are three main reasons leading to the turnover of the new generation of employees in JW company.First,there is insufficient space for career development;second,the salary incentive mechanism is not perfect;third,the enterprise management culture is not suitable for the new generation of employees.According to the above reasons,this paper puts forward some control strategies for optimizing and expanding the career development space of the new generation employees,establishing a scientific and reasonable employee salary incentive mechanism,and strengthening the construction of enterprise management culture suitable for the new generation employees.In addition,the author believes that a rational,scientific and effective talent restraint mechanism should be established.