| With the rapid development of China’s economy,China’s security industry has developed rapidly.With the change of market demand and national policy,technology has developed from traditional analog era to digital network era.Intelligent security has also developed from simple system structure,single function to highly integrated,extensible and super-powerful application.While security enterprises are facing good development opportunities,some common problems are becoming increasingly prominent.Whether these problems can be properly solved will affect whether the future development of enterprises can go smoothly and broadly.For security enterprises,whether they can launch more abundant scientific and technological products to the market depends on whether they have a strong human resources team.The scientific and technological products of security enterprises have higher added value and shorter iteration period,which put forward higher requirements for the innovation ability of enterprises.Not only a sufficient number of talents,but also the quality of talents should be guaranteed.Only in this way can they play a leading role in the market and produce strong market competitiveness.Once technicians leave their jobs,it is necessary for enterprises to reorganize a series of activities,such as recruitment,training and so on.The cost of manpower will increase significantly,and then suffer losses.In the course of this research,the author goes deep into HA company,which is a security technology enterprise,and carries out investigation in various ways,in order to grasp what factors will have a negative impact on employee loyalty.During this period,also read a large number of domestic and foreign literature,in the strong support of the relevant theory,launched a survey,analysis,research.After a period of investigation and research,it is concluded that in recent years,employee loyalty of HA company has been maintained at a moderate level,which is affected by many factors,especially corporate culture,training activities,remuneration,leadership,company development prospects and other factors.On the basis of the research conclusions,this paper puts forward the following suggestions for the problems of HA company: first,people-oriented,attaching importance to individual differences of employees,formulating a guiding corporate culture andbuilding enterprise confidence;second,enhancing the competitiveness of salary strategy;third,unblocked promotion channels and improving promotion mechanism;fourth,intervening in staff turnover to improve the management of post-departure period.Effectiveness. |
