建构中小企业90后员工的个性化管理机制研究.docxVIP

PAGE 29 建构中小企业90后员工的个性化管理机制研究 内 容 摘 要 随着90后员工进入职场，一系列管理问题接憧而来，离职率高、抗压能力低等情况严重影响企业正常运行。本文以中小企业90后员工为研究对象，基于前人的研究总结了90后员工的个性特征和职场特征，并通过问卷调查了解到90后对我国中小企的管理现状存在不满意，主要表现在教育培训、职业发展、薪酬福利、绩效考核、制度执行、人际关系、精神层面七个方面。导致不满意的原因主要有传统培训难以满足实际需求、职业发展渠道单一且程序不透明、薪酬福利单一没有起到很好的物质激励作用、绩效考核体系不合理、现行制度过于机械化、缺乏“以人为本”的管理理念、企业文化引导不力等问题。针对以上问题，本文从认同价值、改变制度、企业文化建设等方面提出构建一套适用于中小企业90后员工的管理机制建议。 关键词：90后员工；个性化管理；中小企业；人本管理 Research on the Construction of Personalized Management Mechanism of Post-90s Employees in Small and Medium-sized Enterprises Abstract As the post-90s employees enter the workplace, a series of management problems start to emerge. The high dimission rate and low anti-pressure ability seriously affect the normal operation of enterprises. Based on small and medium-sized enterprises (SMSE) after 90 employees as the research object, after the 90 was summarized based on the predecessors research staffs personality characteristics and professional characteristics, and through the questionnaire survey to 90 after the management of SMSE in our country present situation existence are not satisfied, in education and training, career development, cb, performance evaluation, the system implementation, interpersonal relationship, mental seven aspects. The causes of unsatisfied mainly is the traditional training is difficult to meet the practical requirements, career development channel single and opaque, cb single didnt have very good material incentive, performance evaluation system is not reasonable, the present system is too mechanization, the lack of a people-oriented management concept, poor guidance spirit motivation lacking. In view of the above problems, this study mainly proposes to build a set of mechanism suggestions applicable to the post-90s employees of small and medium-sized enterprises from the aspects of recognizing value, changing system and building enterprise culture. Key words: Post-90s employees; personalized management; small and medium-sized enterprises; humanistic man