Research On The Problems And Countermeasures Of Occupational Well-being Of G Group In Xuzhou

As a local financial holding group,Xuzhou G Group is committed to integrating financial resources and promoting regional economic development.The occupational well-being of Xuzhou G Group employees will directly affects their working attitude and effectiveness.Starting from the relevant research theories of occupational well-being in domestic and overseas,collecting data through personnel form of interview and questionnaires survey,this paper analyzes and explore the problems and deficiency existing in the Xuzhou G Group in the aspect of employee occupational well-being,and targeted to develop staff professional well-being measures,and constantly improve the staff's work enthusiasm and ability to work,to create a better economic and social benefits.From the perspective of "finding problems--analyzing problems--solving problems",this paper takes the employees' occupational well-being of Xuzhou G Group as the research object,and obtains the following research results:(1)There is no clear occupational well-being awareness and relevant measures within Xuzhou G Group.Xuzhou G Group employees have demands for further improvement in many factors,such as the company's income and promotion,interpersonal relationship,work identification and organizational support,professional ability and value expression,job satisfaction and so on.In the process of operation and development,Xuzhou G Group has insufficient care and support for female employees,employees with low educational background and unmarried employees,and the occupational happiness of employees in functional departments is generally higher than that of employees in business subsidiaries.Xuzhou G Group has some deficiencies in the scientificity of income matching system and the motivation of employees.(2)In view of the above problems and phenomena,this paper provides some solution: 1.To raises the importance of occupational well-being;2.To improve internal management;3.To improve the salary incentive system;4.To strengthen organizational support;5.To improve professional identity;6.To Enhance professional ability;7.To enhance the occupational well-being of female employees and less-educated employees.In view of the scientific and feasibility of the above countermeasures,a second round of interview pre-evaluation was conducted in a small scope of the company,and it can be concluded from the survey results that these management countermeasures are positive and effective.