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论文编号：	15115
作者编号：	2320224168
上传时间：	2024/12/10 15:54:15
中文题目：	J设备制造公司核心员工流失问题及应对策略研究
英文题目：	Research on the Core Employee Turnover Problem and Corresponding Tactics in J Equipment Manufacturing Company
指导老师：	刘俊振
中文关键字：	设备制造公司、核心员工、员工流失、外资企业
英文关键字：	Equipment Manufacturing Company, Core Employees, Employee Turnover, Foreign Company
中文摘要：	? 在全球经济一体化深化的21世纪，企业面临的机遇与挑战并存，市场竞争日益激烈，企业的核心竞争力成为其在竞争中取得优势的关键因素，而核心员工是企业竞争优势的基础。核心员工的稳定与否，直接影响企业招聘与培训成本、内部组织效能、商业机密安全及整体市场竞争力。核心员工流失可能带来的招聘与培训成本激增、内部组织效率及凝聚力下降、商业机密泄露风险及市场竞争力削弱等不利影响，企业应高度重视并采取有效管理措施。强化对核心员工的激励机制，提升其敬业度从而达成组织战略目标，是企业可持续发展的关键。 作为全球高空作业平台设备行业的创始者与领军者，伴随着激烈的行业与市场竞争，J设备制造公司也出现核心员工高流失率的问题，极大影响了公司核心竞争力与长期发展的战略。 论文在对企业核心员工、核心员工流失等概念界定，并梳理相关理论基础上，结合实际案例，通过梳理J设备制造公司流失核心员工离职文件、问卷调研在职核心员工等方式，全面系统探究J公司核心员工离职的较深层次的原因，包括但不限于薪酬待遇、职业发展、工作环境、企业文化和组织认同等方面，反观公司现有的流程制度、绩效薪酬体系、员工培训与发展等方面存在的有待完善的问题，例如，企业内部激励机制的不足，包括薪酬竞争力不足、职业成长机会有限、工作环境和企业文化不匹配等，并在分析根本原因的基础上，提出将企业效益与员工绩效和收入、企业活力和员工工作动力进行匹配等一系列建议，来提升员工敬业度，减小企业核心员工流失。同时，本文也设计了核心员工流失预警机制和危机管理机制，提出动态管理核心员工的建议，关注员工个性化的需求，最终达成企业和员工双赢的目标。 鉴于核心员工的流失已成为诸多企业所共同面临的挑战，本项研究的成果亦可为其他同处设备制造行业的企业，当遭遇相似境况时，提供参考与借鉴。此阐述旨在强调研究内容的实用价值与广泛适用性，以期对面临核心人才流失问题的设备制造型企业，提供有效策略与指导，助力企业稳定核心团队，优化人才管理机制。
英文摘要：	In the deepening of global economic integration in the 21st century, enterprises face both opportunities and challenges, and market competition is becoming increasingly fierce. The core competitiveness of enterprises has become a key factor in gaining advantages in competition, and core employees are the foundation of enterprise competitive advantage. The stability of core employees directly affects the recruitment and training costs, internal organizational efficiency, trade secret security, and overall market competitiveness of the enterprise. The potential negative impacts of core employee turnover, such as increased recruitment and training costs, decreased internal organizational efficiency and cohesion, risks of trade secret leakage, and weakened market competitiveness, should be highly valued and effectively managed by enterprises. Strengthening the incentive mechanism for core employees, enhancing their dedication to achieve organizational strategic goals, is the key to sustainable development of enterprises. As the founder and leader of the global Aerial Working Platform Access industry, accompanied by fierce industry and market competition, J Equipment Manufacturing Company has also experienced a high turnover rate of core employees, greatly affecting the company's core competitiveness and long-term development strategy. The paper defines the concepts of core employees and core employee turnover in enterprises, and based on relevant theoretical foundations, combined with practical cases, comprehensively and systematically explores the deeper reasons for the departure of core employees in J Company through sorting out the resignation documents of core employees in J Equipment Manufacturing Company, questionnaire surveys of in-service core employees, and other methods, including but not limited to salary and benefits, career development, work environment, corporate culture, and organizational identity. On the other hand, it reflects the problems that need to be improved in the company's existing process system, performance-based compensation system, employee training and development, such as the insufficient internal incentive mechanism, including insufficient salary competitiveness, limited career growth opportunities, and mismatch between work environment and corporate culture. Based on the analysis of the root causes, it proposes to link enterprise benefits and employee development. Performance and revenue A series of suggestions are proposed to match the vitality of the enterprise with the work motivation of employees, in order to enhance employee engagement and reduce the turnover of core employees in the enterprise. At the same time, this article also designs a core employee turnover warning mechanism and crisis management mechanism, proposes suggestions for dynamic management of core employees, pays attention to the personalized needs of employees, and ultimately achieves a win-win situation for both the enterprise and employees. Given that the loss of core employees has become a common challenge faced by many companies, the results of this study can also provide reference and inspiration for other companies in the equipment manufacturing industry when facing similar situations. This exposition aims to emphasize the practical value and wide applicability of the research content, in order to provide effective strategies and guidance for equipment manufacturing enterprises facing the problem of core talent loss, help enterprises stabilize their core teams, and optimize talent management mechanisms.
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