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论文编号：	12548
作者编号：	2120192953
上传时间：	2021/6/15 16:25:16
中文题目：	H成人英语教育培训机构课程顾问离职问题与对策分析
英文题目：	Analysis of the Problems and Countermeasure of Course Consultant Turnover in H Adult English Education and Training Institutions
指导老师：	袁庆宏
中文关键字：	成人英语教育培训；课程顾问；员工离职；人才流失；离职管理
英文关键字：	Adult English Education and Training；Course Consultant；Employee Turnover；Brain Drain；Leave Management
中文摘要：	随着改革开放的深入和市场竞争的加剧，企业面对的经营环境的不确定性日趋增大。并且，伴随就业方式的动态化以及新生代就业观的改变，员工与企业的雇佣关系的稳定性也不断减弱。因此，企业人力资源管理也面临更多的动荡和挑战，不断攀高的员工离职率越来越成为影响企业发展的关键。如何在高离职率常态化及员工工作压力普遍增强的背景下，认真做好核心员工的离职问题与改进对策研究，日益成为人力资源管理的重要课题。英语教育培训行业在我国从20世纪末就开始流行，先后经历了懵懂期、启蒙期、火爆期、思考期和全面提升期，目前也正在经受着高离职率的冲击。专业做成人英语教育培训的H公司，虽然成立时间较早，英语教学经验在该行业来说也较为丰富，甚至是其他同行业竞争者的学习标杆。但其H公司的员工离职率一直居高不下，尤其是其课程顾问一职，离职率更是赶超某些服务行业。一方面，高离职率降低了H公司的教学质量，影响了H公司的声誉和口碑，不利于持久建立客户关系；另一方面，员工的不稳定性还加剧了英语教育培训行业间的竞争，从而对整个行业的发展前进带来不利影响。因此，深入研究H公司课程顾问的离职问题和改进对策，对于提升H公司绩效以及促进整个成人英语教育培训行业良性发展，以及对于高离职率情形下的有效人力资源管理实践探索，都具有重要意义。本文在梳理和综述员工离职研究相关理论的基础上，首先，介绍了成人英语教育培训行业的发展现状及H公司的发展沿革和组织结构，引出该公司现今的人员情况和业务现状，从而形成对H公司课程顾问这一岗位的特征描述及现状分析；然后，通过使用调查问卷法和深度访谈法，对H公司课程顾问一职的离职影响因素进行调查和分析，将总结的数据从个人、组织和社会三个层面进行分析，得出该公司课程顾问高离职率的具体原因，分析了该问题对H公司造成的影响；最后，对高离职率的影响因素从人力资源六大板块出发，并且结合其员工工作压力大的特征，提出相应的解决对策和保障措施。本研究成果不仅对于改善H公司的人力资源管理与经营绩效有重要意义，同时对于整个教育培训行业，甚至跨行业的员工离职问题应对有着良好的借鉴意义。
英文摘要：	With the deepening of reform and opening up and the aggravation of market competition, the uncertainty of the business environment faced by enterprises is increasing day by day. In addition, with the dynamic employment mode development and the change of the new generation employment concept, the stability of employment relationship between employees and enterprises is also decrease. Therefore, human resource management of enterprises is also facing more turbulence and challenges and the rising turnover rate of employees is becoming the key to the development of enterprises. How to do a good job of the core staff turnover and improve the countermeasures under the background of high turnover rate normalization and working stress increase has become an significant topic of human resource management. English education and training industry has been popular in China since the end of the 2h century, which has experienced the period of ignorance, enlightenment, popularity, thinking and comprehensive promotion. At present, it is also suffered from the impact of high turnover rate. Although H company, which specializes in adult English education and training, has been established much earlier than others, English teaching experience is also rich in the industry, even the learning benchmark of other competitors in the same industry. But the turnover rate of H company has always been high, especially for the position of curriculum consultant which the turnover rate is more than that of some service industries. On one hand, the high turnover rate reduces the teaching quality of H company affects the reputation and reputation of H company, and is not conducive to the establishment of customer relationship. On the other hand, the instability of employees also aggravates the competition among English education and training industries, which has a negative impact on the development of the whole industry. Therefore, it is of great significance to do the research on the problem of leaving the curriculum consultant and improve the countermeasures of H company, to improve the performance of H company and to promote the healthy development of the adult English education and training industry, and to explore the effective human resource management practice under the condition of high turnover rate. Based on the combing and summarizing the relevant theories of employee turnover research, this paper first introduces the development status of adult English education and training industry and the development history and organizational structure of H company, and also leads to the current personnel situation and business status of the company, so as to form the characteristic description and status analysis of the position of course consultant in H company. Besides, this paper takes the use of questionnaire and analysis through in-depth interview then investigates and analyzes the influencing factors of the turnover of curriculum consultants in H company, analyzing the summarized data from three levels of individual, organization and society, and obtaining the specific reasons for the high turnover rate of curriculum consultants in H company, and finally analyzing the impact of the problem on H company. In the end, it puts forward corresponding countermeasures for the three levels of the causes of the problem and safeguard measures. The results of this research are not only of great significance to improve the human resource management and business performance of H company, but also have a good reference for the whole education and training industry, and even cross industry staff turnover.
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