Optimization Research On The Improvement Of The Retention Rate Of Grass Roots Employees In H Thermal Power Company

With the in-depth development of China,the domestic economic level and the quality of life of the people are improving,and the housing and living needs are changing with each passing day.After entering the 21 st century,our heating industry has also reached the climax of the industry,but with the development of the times,heating enterprises are also facing difficulties and challenges that follow.At the beginning of the outbreak of the COVID-19 in 2020,it was the eve of the Spring Festival.Compared with the shutdown of factories,Internet innovation,catering and other industries,heating enterprises were facing difficulties.Under the epidemic prevention policy,grass-roots employees worked diligently to complete daily heating production and operation,ensuring the heating of the whole city.Grass-root employees are not only the guarantee of the safe and stable operation of the whole heating enterprise,but also the training cycle of experienced and skilled mature grass-root employees is very long.Therefore,first-line excellent talents are regarded as treasures by heating enterprises,and are also important human resources that heating enterprises compete for in the market.However,the reality is not optimistic.Grass-root employees who are regarded as valuable talents by heating enterprises face the risk of talent echelon collapse.This paper will analyze the factors that affect the turnover of employees at the grass-roots level of H Thermal Power Company,and find many problems in the talent retention measures,such as: single salary structure,imperfect welfare system,frequent punishment,resulting in high work pressure of employees,lack of promotion channels and other problems.According to the basic current situation of H Thermal Power Company itself,the factors that affect resignation and the relevant theories of talent retention measures: Maslow’s hierarchy of needs theory and the two-factor theory,help H Thermal Power Company optimize the existing talent retention plan for grass-roots employees.The specific optimization direction is: optimize the salary structure and improve the welfare system;Standardize work and reduce work pressure;Regular special training to improve the promotion mechanism.Improve the satisfaction of employees by improving the low-level physiological needs,such as salary and welfare,which are the most concerned by grass-roots employees,and then improve the retention rate of employees.Finally,the text provides safeguard measures for H Thermal Power Company to optimize the existing talent retention scheme for grassroots employees.In the face of the resignation of grass-roots employees and the solution to the problem of the loss of grass-roots employees,the solution still needs to start from the higher level.Only when the leadership,human resources department and other relevant departments of H Thermal Power Company reach an agreement with each other,coordinate with each other and promote together,can they have sufficient human resources protection,implement the relevant strategies of talent retention,and reduce the loss of grass-roots employees.