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论文编号：	12044
作者编号：	2320180474
上传时间：	2020/12/11 1:13:13
中文题目：	G公司知识型员工离职原因及保留策略研究
英文题目：	Study on the reasons of knowledge workers'''''''''''''''''''''''''''''''' turnover and retain policy in G company
指导老师：	杨玉武
中文关键字：	知识型员工，发展需求，环境需求，离职率，员工保留
英文关键字：	Knowledge worker、 Demand of developing、 Demand of environment、 Turnover、 Retain policy
中文摘要：	G公司是一个从事核磁共振设备的研发、制造和销售的企业。其始终专注于技术的创新和产品的变革，通过不断的技术迭代来满足医疗市场的个性化需求，这同时也形成了其核心的发展动力和市场竞争力。 无论技术的创新还是产品的变革都离不开其背后员工所付出的努力，特别是知识型员工在产品研发、产品实现以及后续服务都起着至关重要的作用。近年来虽然G公司的生产产量在不断提高、人员规模在不断增加，但是知识型员工的主动离职率却在不断升高，这使得对于企业培养所投入的人力和物质资源产生了极大的浪费。鉴于G公司对于降低知识型员工的离职率的要求，结合人力资源管理的相关理论，本文尝试提出一些策略来降低知识型员工的离职率。 首先，本文介绍了需求理论、激励理论以及公平理论等相对基础的理论及演进过程，随后针对本文需要重点研究和讨论的内容：知识型员工、离职、激励等理论进行系统性的梳理，包括国内外学者最新的研究成果、理论的发展以及研究关注的焦点等。其次，对G公司的整体情况进行了描述，并对其人力资源政策及激励制度进行了比较详细的介绍。结合知识型员工的特别，重点介绍了知识型员工比较关注的发展、培训、薪资等情况。然后，对于已经离职的知识型员工进行了访谈和调查问卷，并借此方式来分析影响G公司知识型员工的需求及其离职的主要原因。通过对比离职员工的需求与G公司的人力资源制度，挖掘出对于G公司知识型员工相关的制度不足之处。最后，本文结合离职员工的实际需求和G公司本身的实际情况，从满足知识型员工的自我内在发展需要和外部工作环境塑造需要两个方面，给出了G公司有效防止员工离职的保留措施。满足自我内在发展需要的策略，主要是通过公司引导职业发展、促进能力提升、改进薪资制度及改善绩效评价方面等来实现；满足外部工作环境塑造需要的策略，主要是通过塑造企业文化、优化组织结构、改善人力资源制度及创建离职制度等角度来实现。
英文摘要：	G Company is a company engaged in the research and development, manufacturing and marketing of MRI (magnetic resonance imaging)equipment .It has always focused on technological innovation and product change, and met the personalized needs of the medical market through continuous technological iteration, which has also formed its core driving force of development and market competitiveness. No matter the innovation of technology or the change of products, they cannot be separated from the efforts of the employees behind them. Especially, knowledge employees play a crucial role in product research and development, production transfer and follow-up service. In recent years, although the production output and staff scale of G Company are constantly increasing, the active turnover rate of knowledge employees is constantly increasing, which results in a great waste of resources invested in enterprise training. In view of G company's requirements for reducing the turnover rate of knowledge employees, this paper tries to put forward some policy to reduce the turnover rate of knowledge employees in combination with relevant theories of human resource management. First of all, this paper introduces the content of demand theory, incentive theory and equity theory and the evolution process, then in view of the need to focus on research and discussed: the content of the knowledge-type employees, departure and incentive theory systematically, including the latest research achievements of scholars at home and abroad and the focus of attention in the development of the theory and research. Secondly, the overall situation of G company is described, and its human resource policy and incentive system are introduced in detail. Combined with the special knowledge workers, this paper introduces the development, training and salary that knowledge workers pay more attention to. Thirdly, interviews and questionnaires were conducted for the knowledge employees who had left the company, and the main reasons influencing the demand of knowledge employees in G Company and their turnover were analyzed in this way. By comparing the needs of former employees with the human resource system of G Company, the deficiencies of the system related to knowledge employees of G Company are found out. Finally, this paper combines the actual needs of the resigned employees and the actual situation of G Company itself, and puts forward effective retain policy for G Company to prevent employees turnover from two aspects: satisfying the internal development needs of knowledge employees and shaping the external working environment. The policies to meet the needs of internal development are mainly realized through the company's guidance of career development, promotion of ability improvement, improvement of salary system and improvement of performance evaluation. The policies to meet the needs of shaping the external working environment are mainly realized from the perspectives of shaping the corporate culture, optimizing the organizational structure, improving the human resource system and creating the turnover system.
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