Research On The Loss Of Front-line Maintenance Staff At T Power Plant

Human resources are important non-monetary capital that can be quantified by enterprises.Leading the development of enterprises is inseparable from people,especially in the power generation industry.With the acceleration of China's power grid construction,power construction projects are also increasing,and at the same time,the competition for talents has become increasingly prominent,especially the fierce competition for the traditional front-line employees of thermal power,which has exacerbated the loss of front-line employees of thermal power companies.Employee turnover will not only bring losses to the company's human capital investment,but also have a strong impact on the psychology of employees.How to take effective measures to reduce employee turnover has become the focus of attention of the managers of thermal power enterprises.This paper takes the first-line maintenance employees of T Power Plant as the research object,uses the Price-Mueller(2000)model as the reference model,uses the equity theory and expectancy theory as the auxiliary analysis tools,uses descriptive statistical methods to analyze the causes of employee turnover and combines human resources related theories provide measures to deal with employee turnover.First,collect statistics on employees who have been lost in the past 6 years,conduct telephone interviews on the employees who have been lost,and analyze the reasons for the loss of employees;secondly,conduct a survey on the turnover tendency of employees,and analyze the reasons for the tendency of employees to lose;again,from the enterprise The reasons for employee turnover are summarized in three aspects: external,internal,and individual employees.Finally,for the reasons for employee turnover,this article provides countermeasures from three aspects: performance evaluation and salary administration,talent training and job promotion,and enterprise culture construction.