Research On Job Satisfaction Evaluation And Promotion Strategy Of New Generation Employees In PL Airport

The world is experiencing profound shifts unseen in a century.With the deepening of the new round of scientific and technological revolution and industrial transformation,the competition among modern enterprises has become more and more fierce,and this competition,in the final analysis,is the competition for outstanding talents.For a long time,the service level of civil aviation industry has been in the forefront of the service industry in China,among which the airport is an important service window and platform,and the new generation employees has become the main force in the service positions of major airports.Compared with the older employees,they are more educated,more adaptable and more capable of business,but their distinctive personality,more self-manner,also become one of the difficulties of airport human resources management.Therefore,it is of great significance for the high-quality development of the airport to manage and use the new generation employees,improve their job satisfaction,stimulate their driving force and mobilize the lasting work enthusiasm,provide customers with better service,and then improve the airport operating performance and expand the brand influence.Taking PL Airport as an example,this study adopts literature research,interview,questionnaire and statistical analysis to study the job satisfaction of the new generation employees on the basis of relevant theories.First of all,a pre-survey was carried out on the current situation of the new generation employees.Based on the actual situation of the new generation employees,6 first-level indicators and 22 second-level indicators were selected,and a weight setting group consisting of 9 experts was established.The weight of each indicator was determined by AHP,and an evaluation index system of job satisfaction was constructed.Secondly,based on the evaluation index system,questionnaires are designed and issued to measure the job satisfaction of the new generation employees.The fuzzy comprehensive evaluation method is used to evaluate the survey results,and the problems in the job satisfaction of the new generation employees are found.These include ignoring the characteristics and needs of the new generation employees,not reflecting the people-oriented concept in the work,carrying out vocational training is not targeted,paying no attention to career growth and development,job security is not in place.Finally,according to the problems,following the principle of people-oriented,fairness and justice,from creating a safe,comfortable and complete working environment,optimizing the "people-oriented" working system,emphasizing the "incentive oriented" salary and welfare system,smooth the path of career growth and development,reducing the "internal" to create a harmonious atmosphere,building a democratic leadership mode and other six aspects.This paper puts forward specific strategies to improve the job satisfaction of the new generation employees,providing reference and basis for continuously strengthening the construction of the talent team of the new generation employees in PL Airport and further improving the human resource management system of the new generation employees.