Study On The Brain Drain Of LN Power Supply Company

At present,employees in power grid companies have higher wages than employees in other companies.However,from the perspective of corporate employees,the work needs of excellent employees are not only the material needs of wages,but more needs are focused on spiritual needs.Because excellent employees are generally those with advanced technology,practical and capable employees,such employees can get quite good salary no matter what kind of company they are in,but such employees will move towards advanced needs after meeting their basic needs.That is to say,this kind of employees value the fair and just environment within the enterprise more and the atmosphere of humanistic care in the enterprise.Therefore,relative to material incentives,the incentives for outstanding employees in enterprises should also focus on spiritual incentives.Based on the employee turnover model,this paper takes LN power supply company as an example,uses a questionnaire survey method to analyze the reasons for the loss of young employees of the company,and analyzes the company’s human resources management issues in the research,and at the same time formulates measures to reduce staff turnover..Under the influence of this research,the company’s employee loyalty has been improved.In summary,the conclusions of this study are as follows:First,non-material incentives are the main factor leading to loss.In this study,we used survey activities to find that the turnover rate of young and middle-aged employees in the company reached almost 10%of the overall rate.This situation reflects that the company’s lost employees are generally employees with high education and excellent overall quality.These young employees are generally 26-35 years old,with good family background and low work pressure.This is the condition for these employees to change jobs at will.Second,implement differentiated incentive measures.Research and investigation show that there are still many shortcomings in employee motivation in this company,and the factors that cause unsatisfactory employee motivation are also diverse.The company’s health-care factor level is insufficiently motivated,and it does not attach importance to employee compensation and welfare incentives.The incentive process does not start from the actual environment of the employees,nor does it take into account the interpersonal relationships that employees need.The company’s motivational factors show insufficient training capabilities,training programs and employees’needs are different,and employee empowerment measures are unreasonable.Third,increase reform efforts.If you want to improve the enthusiasm of the employees of power grid companies,they should pay attention to their future career planning arrangements.Enterprise managers should take the initiative to accept new management concepts and actively change their management thinking.At the same time,in the process of corporate incentives,employees should establish a correct career planning plan,establish a scientific and effective promotion system,and pay attention to the fairness of promotion.