The Reasons For The Key Staffs Of B Power Supply Bureau And The Solutions Of How To Avoid It

In today’s era of rapid economic development,human resources have become a key component to determine the survival and development of enterprises,the importance and urgency of human resources management has been fully reflected.In many enterprises,human resources management,marketing management and financial management are three key core parts,which determine the life and death of enterprises.With the continuous development of the economy and the high transparency of information,the accelerated flow of people has become the norm.As a monopoly state-owned power grid enterprises,in the wave of state-owned enterprise reform,also suffered a great impact,is no longer as before people see the "golden rice bowl ",more and more employees choose to leave,personnel Loss will gradually become a common phenomenon.Based on the B power supply bureau’s staff turnover,this paper studies the staff turnover of B power supply bureau,explores the root cause of staff turnover,and puts forward some thinking countermeasures to reduce staff turnover tendency and reduce backbone brain drain.First of all,this paper studies the current situation of employee turnover in power grid enterprises in the province,finds out the basic characteristics and common reasons of employee turnover,analyzes the actual situation of B power supply bureau,through interviews with typical employees who have resigned in the past three years,from the employees angle to study the root causes of employee choice to leave,including passive and active causes.According to the results of the analysis,using the theory of demand level,double factor theory,person-post matching and other theories,combined with the specific situation of B power supply bureau,this paper puts forward the optimization countermeasures of human resource management from the aspects of talent recruitment and development and utilization,person-post matching,talent flow,employee motivation and turnover control.The relevant countermeasures proposed in this paper have certain reference value for other power supply bureaus,and have certain reference significance for optimizing and improving the human resource management level of power grid enterprises.