“90后”这一概念,最早出现在网络、杂志等媒体中,各类报道对这一群体的评价褒贬不一。随着越来越多的90后走上职场,管理者们开始意识到这一新生代的与众不同,需积极采用新对策对其进行卓有成效的管理。本文根据现有的实证研究对90后的人格特点进行深入剖析,由此得出人力资源管理的可采取的措施。并且,针对90后离职率高这一普遍现象,进行分析并提出解决方案。 “90 after ” the concept, first appeared in the network, magazines and other media, all kinds of reports on the evaluation of this group mixed. With more and more 90s coming to the workforce, managers are beginning to realize that this new generation is different and actively adopt new measures to effectively manage it. Based on the existing empirical research, this paper analyzes the personality traits of post-90s deeply, and draws the measures that human resources management can take. In addition, we analyze and propose solutions to the common phenomenon of high 90 post-90s turnover rates.