The Case Study Of First-line Employees Turnover In H Nuclear Power

At present,the global energy is very short,in order to respond to energy saving,environmental protection,emission reduction,the world is actively promoting the development of new energy.In 2021,Xi Jinping,general secretary of the Communist Party of China,also proposed that China should reach a carbon peak by 2030 and achieve carbon neutrality by 2060.Thus it can be seen that the new energy industry represented by nuclear power will usher in a golden development opportunity.With the rapid development of nuclear power industry,nuclear power technical personnel,especially front-line employees,have broad employment space and prospects.However,attrition at nuclear power plants is still potentially on the rise in recent years,and most of the lost personnel will not choose nuclear power industry for reemployment.Therefore,the loss of front-line employees has gradually become the focus of all nuclear power enterprises.Employee turnover is not only a loss of economy and technology for enterprises,but also a great impact on the centripetal force,cohesion,organizational atmosphere and corporate culture.Therefore,the enterprise should be aware of the various influencing factors in the rapid development process,and make improvements,so as to improve employee satisfaction and reduce employee turnover rate,will do a good job in the medium-long-term strategic work of talent reserve.In this paper,through literature review method,case analysis method,questionnaire method and interview method,H nuclear power plant as the research object,the H power plant active front-line employees leaving the company to carry on the analysis,combined with a questionnaire filled and quit talking in front of the records and front-line employees turnover data analysis,find the most representative of the four cases.Taking four actual cases as the starting point,this paper analyzes and summarizes the main reasons for the loss of front-line employees in H nuclear power plant,such as the mismatch of employees and posts,the small promotion space,the lack of job satisfaction,and the weak competitiveness of overall salary.With the method of the incentive theory and employee turnover model combined with the reality,through the perfect candidate employing system,improve the promotion employment system,further education training opportunities,improve the system of performance pay,safeguard measures and so on,improve human resources management system,improve the company’s employee satisfaction and reduce employee turnover,talent guarantee for H the development of nuclear power plant in the future.From the perspective of H nuclear power plant,this paper analyzes the reasons for the loss of front-line employees,and improves the company’s management system by improving human resource management,so as to enhance the core competitiveness.It has certain enlightening effect and practical guiding significance to improve human resource management of nuclear power and other electric power enterprises.