Research On The Turnover Of The New Generation Of Employees In T Company

In recent years,the new generation of post-90s and post-00s employees has gradually grown into the main force in the workplace and played an important role in all walks of life.Compared with other intergenerational employees,the new generation of employees have a stronger sense of subjectivity and special work values,such as preferring to run errands and deliver takeaways rather than work in factories where they eat and eat.After decades of development,China has become a global manufacturing power,but now it is facing the dilemma of difficult to recruit and retain,especially it is difficult to recruit and retain the new generation of employees.This not only has an impact on the production and operation of manufacturing enterprises,hurt their cohesion and organizational atmosphere,but also hinders the process of building a manufacturing power in China.T Company is a large-scale manufacturing enterprise specializing in enamel series chemical equipment and pressure vessels such as carbon steel,stainless steel and titanium steel in China.In recent years,Company T has experienced the problem of high employee turnover rate,which restricts the transformation and upgrading and sustainable development of T Company.In this context,this paper selects the representative manufacturing company T Company as the research object,through the combination of qualitative and quantitative research methods,try to analyze in detail and in depth the current situation of employee departures after the new generation of T companies,pay attention to the main factors of the departure of the new generation of employees,and strive to find scientific and effective countermeasures.This article is structured according to the logic of "asking questions","analyzing problems",and "solving problems".Through the questionnaire survey and interview with the resigned personnel of T company,this paper found that T Company’s post-90s and post-00s employees have the highest satisfaction with the company’s environment,followed by internal management,compensation and benefits,and the lowest satisfaction with the job itself and career development.Among the factors that cause the post-90s and post-00s employees’turnover,"low social recognition of work","poor job prospects" and "personal career development problems" rank in the top three.It fully shows that the negative perception of the post-90s employees of T Company on the work of manufacturing enterprises is strong,and there are major deficiencies in the career development planning and promotion of employees in T Company.In view of this,this paper puts forward suggestions for improvement from the following aspects:first,to enhance employees’ sense of professional identity and enhance employees’ perception of decent work;second,to optimize the salary performance system and stimulate employees’ enthusiasm for work;third,to help employees plan their careers and broaden employee promotion channels;fourth,to improve corporate culture and build harmonious interpersonal relationships;fifth,to strengthen entry and exit management,and to screen and retain outstanding talents.