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伴随着新生代员工步入东海航海保障中心,对传统的人力资源管理提出了新的挑战。新生代员工渴望挑战,合作性差;渴望认可,抗压性差;渴望自由,责任感差。与其他代际员工相比,新生代员工因组织认同感较低而引发的问题主要集中在缺乏归属感、离职倾向高、合作意图低等三方面。笔者认为,东海航海保障中心对新生代员工的人力资源管理尤其是人才培养应从根本上提高其组织认同感,可通过改变传统管理模式、完善职业发展规划、构建合理薪酬体系、加强组织文化激励等有效措施提高员工的组织认同感,进而发现人才、留住人才、培养人才、用好人才。
With the new generation of employees entering the East China Sea Navigation Center, the traditional human resources management presents new challenges. The new generation of employees eager to challenge, poor cooperation; longing for recognition, resistance to pressure; desire for freedom, poor sense of responsibility. Compared with other intergenerational employees, the new generation of employees due to organizational identity problems caused by the low focus on the lack of a sense of belonging, high turnover intention, the intention of cooperation is low and so on. The author believes that the East China Sea Navigation Center for the new generation of employees in human resource management, especially personnel training should fundamentally improve their organizational identity, by changing the traditional management model, improve career development planning, build a reasonable salary system, and strengthen organizational culture incentives Effective measures to improve employee organizational identity, and then find talent, retain talent, develop personnel, make the best use of talent.