| 英文摘要 | Abstract
In recent years, with the rapid development of the digital economy, the proportion of the digital economy in the real economy has been continuously increasing, which promoting the rapid development of information technology. At the same time, people’s requirements for information services are constantly increasing, which brings new development opportunities and challenges to the communication industry. Currently, the communication business has evolved from the original voice and message communication service to voice, message, data, technology integration, comprehensive solutions, and other diversified information services. At present, the market competition is increasing fierce, the industry environment is complex and changing, and the technical barriers are constantly prominent, which results in a continuous increase in the demand for talent among communication operators, particularly for professional technical personnel.
Due to factors such as the corporate nature and management mode of communication operators, the turnover of technical personnel is exhibiting a rising trend. As a typical agricultural city, D region exhibits underdeveloped industrial and weak foundations in the information industry. Consequently, communication operators in D region are facing severe turnover of technical personnel, particularly China Unicom’s D branch witnessing a continuous increase in the rate of technical personnel turnover, which often leads to critical technical positions remaining vacant, unmanaged core network operations, and a lack of follow-up on key informatization projects, etc. As a result, customer perception is negatively affected. For a long time, it has significantly impacted customer perception, company reputation, and brand image, affecting the business development of the branch, constraining the local communication industry, as well as the healthy development of the local economy and society.
This paper applies management knowledge and theories to study the turnover of technical personnel in China Unicom’s D branch, summarizes the characteristics of technical personnel and provides an overview of the human resources situation in the branch. By analyzing factors such as gender, age, position, and professional titles of the departed technical personnel through interviews with former employees and questionnaire surveys among current technical personnel, this research delves into their expectations and demands from the company. And then identifies the reasons behind technical personnel turnover by examining aspects such as career development opportunities, performance assessment, and compensation benefits. Finally, it proposes corresponding strategies to prevent and reduce the turnover of technical personnel, emphasizing the importance of focusing on career development, revising performance assessment systems, implementing personalized compensation and comprehensive incentive schemes for technical personnel, and establishing a warning mechanism for identifying potential turnover, so as to retain more professional technical personnel, improve the company’s reputation and brand image, facilitate high-quality business development, and contribute to the healthy development of the local communication industry and economy.
Keywords：China Unicom；Technical personnel；Personnel turnover |
修改评论