Study On The Resignation Of New Generation Employees In Tangjiahui Coal Mine In Ordos

In the coal enterprise’s workforce,there are already a considerable number of new-generation employees.New-generation employees mainly refer to young employees after the 80 s and 90 s.Many new-generation employees have entered the "unconfused year" "And "Year of Standing" have also become the mainstay of enterprise development.But unlike the older generation of employees,the new generation of employees are generally born in the period of rapid economic prosperity and development after the reform and opening up,and have a unique growth environment.The employees in the past generations preferred to play chess and drink more dull,but the new generation of employees are different.They pursue equality and freedom,like to show their personality,hate rotten and outdated ideas,and pursue new and changeable ideas.In the process of work,the new generation of employees have their own professional values and their own professional pursuits.They will not stick to the unchanging professional ethics imparted by the older generation,but also pursue a sense of belonging and spiritual encouragement to the enterprise.In the process of employment,the new generation of employees often change jobs,and the word "job-hopping" also appears in response to the characteristics of the new generation of employees.In previous studies,although there were many studies on new-generation employees,the analysis of new-generation employee turnover issues based on the Price model is very rare,and there are significant researches on the new-generation employee turnover issues at home and abroad.Therefore,this article analyzes the specific situation of the departure of the new generation employees of the Tangjiahui Coal Mine in Ordos.Based on Maslow’s hierarchy of needs,job satisfaction theory and goal consistency theory,it discusses the current situation and the harm caused by the departure of the new generation of employees in the Tangjiahui Coal Mine of Ordos.And combined with the Price model to analyze the reasons for the departure of the new generation of employees,in order to propose a strategy for coping.In this paper,221 questionnaires were distributed through on-site questionnaire surveys using literature research methods,individual interview methods,logical inductive reasoning methods,and case analysis methods,and 196 effective research samples were obtained.SPSS 21.0 tools were used for correlation.Empirical analysis,complete the analysis of the departure of the new generation of employees in the Tangjiahui Coal Mine of Ordos,and obtain the recruitment mechanism,salary and welfare,career planning,promotion mechanism,corporate culture,work process,communication and incentive mechanism of the new generation of employees leaving the same company,Management systems,and employee training have significant relevance.This article combines the Price model to further analyze and improve the reasons for the departure of the new generation of employees in the Ordos Tangjiahui Coal Mine.At the same time,combined with the latest artificial intelligence recruitment technology,it proposes the response strategy for the new generation of employees in the Ordos Tangjiahui Coal Mine to help them better To deal with the current problem of high turnover rate of new-generation employees,it also provides an effective reference for the problem of turnover of new-generation employees of the same type of coal enterprises.Through the research in this paper,we can find that the problem of the departure of the new generation of employees in the Tangjiahui Coal Mine in Ordos needs to be improved from the following aspects: first,improve the company’s recruitment mechanism and reduce employee turnover;second,improve the existing salary and welfare mechanism To enhance the competitiveness of human resources;third,improve the career planning of employees and enhance their work enthusiasm;fourth,promote the construction and improvement of corporate culture and enhance the cohesion of employees;fifth,strengthen and improve the communication with new generation employees and establish Improve the incentive mechanism;sixth,establish a "human touch" management system to give employees a sense of belonging;seventh,improve the training system for new generation employees and formulate a purposeful training plan.Through the combination of theory and practice,this paper analyzes and improves the turnover of the new generation of employees in Ordos,and provides a good reference for the improvement of the turnover of the new generation of employees in similar coal enterprises.