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论文编号：	2157
作者编号：	2220070855
上传时间：	2010/1/19 11:06:42
中文题目：	卓轮公司员工忠诚度管理研究
英文题目：	Research on the Employee’s Loyalty Management of Zollern Company
指导老师：	于斌
中文关键字：	卓轮公司 忠诚度 激励系统
英文关键字：	ZOLLERN Company， Loyalty， Motivation system
中文摘要：	卓轮（天津）机械有限公司，作为德国卓轮股份有限公司在中国投资设立的唯一全资子公司，成立于1997年，公司生产的传动技术系列产品主要应用在如车辆制造业、机床制造业、造船业、能源电力业、航空航天业等许多高标准行业，在广泛的客户群中拥有良好的信誉。 长期以来，由于国家采取了积极的财政政策拉动内需，固定资产投资加大与基础设施项目的增加，都促进了对减速机的需求逐步扩大，使整个行业保持着快速发展的良好态势。站在风口浪尖的卓轮企业人抓紧时代和市场带来的一次次机遇，带领着企业员工创造了具有突破性业绩的品牌企业。而经过了十年磨砺的企业员工也以其突出的销售和服务水平成为了企业的忠实力量和制胜法宝。 企业进入快速发展阶段，各方面投入也便随之加大，其中人才引进、人力资源管理和开发的投入力度不可小觑，企业如何吸引、留住人才关乎企业的稳定与发展，更是管理者极为关注的问题。然而，近年来不少行业、企业中，出现员工流动过于频繁的现象，由此引发一系列问题与潜在危机：人员培训成本加大，企业技术及商业机密外流，“培养”潜在竞争者研究员工的忠诚度这一问题日益受到重视。 笔者在卓轮公司长期担任企业管理工作，对于一个快速成长和发展的企业，对于人力资源的开发、管理，人才培养、员工忠诚度提升等问题有着长时间的实践基础和来源依据。本文通过回顾国内外相关学术观点，介绍忠诚度的相关理论以及激励机制的作用理论，通过引用卓轮公司十余年来的具体管理实践：管理理念的形成和贯彻、管理方式的不断创新以及管理机制的不断完善作为实例，进而探讨目前国内企业员工满意度低、流动频繁的现象和问题，分析其产生的一般性原因与深层次原因，由此阐述影响员工忠诚度的因素，寻找培养和提升员工忠诚度的有效途径和对策。提出了从企业环境策略培养员工的感情和理想忠诚度；从企业制度策略培养员工的规范忠诚度；从员工的个人发展策略培养他们的经济和机会忠诚度。在本文中详实地介绍了卓轮公司对于员工激励的具体做法和效用以及忠诚度培养和提升的环境设置，通过本论文可为类似企业，特别是发展创业阶段企业，研究员工忠诚度的提升对策和措施提供一些参考。
英文摘要：	ZOLLERN Company is now in the ownership of the tenth generation of the founding Royal family. Tracing its history from its origins as the Prince of Hohenzollern`s Ironwork （in Laucherthal） began from the year 1708,for the last 300 years, it commands respect for the achievements of the management and workforce, historical developments owned four successful careers across the globe in four areas: steel profiles, foundry technology, transmission technology, bearings as well as engineering components. With the remarkable economic development in China for the last 30 years, Zollern Company welcomed a new factory in China- Zollern （Tianjin） Machinery Co., in 1997, which established a brand start in her own business, with the incomparable advantage, such as the technical resources shared with the headquarter in Germany due to the synchronized connection, the reasonable price rate comparing to its superior products and satisfactory service. Thanks to the heavy-industry supported policy Chinese government has adopted, as well as the long-sight development strategy decided by the management of the Zollern Tianjin factory, it has achieved the huge success after one another, starts its own business around China to meet the different requirements and needs from the loyal customers in different areas. During its more than ten years development, Zollern leaders has overcame one opportunity after another, won the sound reputation in the industry, meanwhile, the company members has also become the loyal and essential part of the progress. With the outstanding growth of the company, to improve the loyalty of company members has become the priority of human resource management the leader: how to attract and maintain more talented people to stay in the company, how to win the company members’ economic needs and emotional requirements, how to avoid the brain drain occur in the process of the company development, how to establish an open and fair motivation system to encourage the staff to make better performance. All the above will be the main theme of this essay.
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