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论文编号：	2379
作者编号：	2120072108
上传时间：	2010/6/9 15:12:02
中文题目：	跨国猎头公司员工离职模型及对策研究
英文题目：	The Study of Employee Turnover Model and Strategy in Multinational Executive Search Firm
指导老师：	齐善鸿
中文关键字：	跨国猎头公司；离职；离职意向；模型
英文关键字：	Multinational Executive Search Firm;Turnover;Turnover Intention; Model
中文摘要：	在全球化经济蓬勃发展、知识经济腾飞的今天，无论世界上哪个国家的先进企业都越来越清楚地认识到人才的重要性。人才俨然已成为一种资源，和其他资源一样可以培养、发展、流动及创造价值。全球多家企业在分析和塑造资深核心竞争力的过程中，逐渐认识并总结出的一个共同点，即：人力资源是最重要的资源之一。其原因在于，很多种资源可以被模仿或者替代，但是人力资源则具有特殊的性质，它不可复制，难以替代。企业中核心技术的关键性人才是企业最不可缺少的、最宝贵的资源和战略资本。高级人才的竞争已经成为企业间竞争的趋势所在。猎头行业正是在这种背景之下飞速成长和发展起来的。 猎头，这个称呼是意译于英文单词headhunter，这是一个人力资源行业中的主要业务为招聘的从业群体，猎聘对象一般是拥有核心能力和掌握核心资源的关键型人才， 由于此类人才属于金字塔尖的群体，一般都是经营，且数量较少，所以在企业中的职位大多很重要，而企业自身不可能有很多这样重量级的人才储备，所以很多外资企业把掌握这样资源的猎头公司作为高级人才招聘的主要渠道，所以猎头也成为了高级人才和企业之间联系的重要桥梁枢纽。猎头行业的出现，不仅促进了社会经济体制中人力资源的流动，为企业带来新鲜血液和成长基础，也使人才配置更加合理化，猎头队伍也在业务的成长中不断壮大，并逐渐开辟了属于自己的全新的产业方向。 大型的猎头公司一般掌握着数以十万计甚至更多的人才资料，其中很多都是拥有核心能力和资源的关键性人才。在企业招聘核心职位的时候，猎头公司的优势是任何广告形式的招聘也无可比拟的。猎头公司以这些高级人才为经营对象，以各种行业各种规模的公司为客户，开展人才搜寻甄选与推荐的业务，帮助客户解决人力资源的难题。 在中国，猎头行业还处于朝阳阶段，正在飞快发展并且前景广阔，猎头行业是为其他各行各业解决人力资源难点重点的，但这个行业本身也存在这样的人力资源难题，因为在这样飞速发展的过程中，猎头行业同样需要大量优秀的专业从业人员，本文正是想通过分析讨论在大型的跨国猎头公司中的优秀猎头从业人员的离职心理动因，来寻找出能够稳定留住这些人才的方法。 国内的猎头行业的兴起过程到现在最多是十余年的时间，由于国内之前并没有专业的猎头从业人员，所以现在此行业中的工作人员，都是在这十余年中发展起来的，这些优秀的资深的猎头从业者，大部分是曾经在其他各行业中的资深人员，经由跨国猎头公司从国外引进的猎头从业培训，然后一点一滴积累实战经验成长而成。猎头行业是一种现代的知识型服务业，猎头行业的从业员工是猎头公司最为关键和重要的一个要素。如何培育员工并且保留员工也是日益被各猎头公司重视的一个课题。目前在国内的人才市场上，优秀的、长期专业从事猎头的人才是很稀缺的。市场上现有的更多是正在不断成长的群体，成长中的从业人员专业背景相对更加多元化，猎头公司对其曾经从事某行业的深度要求有所降低，而对其自身各项素质和能力等广度要求有所增加。正如前面所说，猎头公司大部分从业人员是由公司培养、在公司内成长的，随着不同的跨国猎头公司不断涌入中国，以及国内本土猎头公司如雨后春笋般的出现，很多公司都非常需要各方面都已经成熟的猎头从业人才，加上猎头行业本身有一定压力存在，内外攻击的情况造就了猎头公司之间员工流动现象频繁，高离职率成为猎头行业的一个较为突出的现象。因此，猎头行业的管理者的重要职能不仅仅包含努力发掘、培养猎头人才，还要更加关注如何保留公司原有的已经成熟的猎头精英不要流失，从而降低猎头公司员工离职率。 本研究采用国内跨国猎头公司的发展现状为背景，其原因是跨国猎头公司由于吸收保留并转化了国外已经较为成熟的猎头行业经营方法，具有规范的操作流程、优秀的管理模式以及良好的薪酬激励方式，又在进入中国后积攒了国内市场经营的宝贵经验，成为本土猎头公司争相效仿的对象，所以其能够代表中国猎头行业的发展方向。因此，对跨国猎头公司的员工离职问题的研究能够为整个猎头行业员工离职问题研究起到借鉴作用。 本研究以跨国猎头公司的员工为研究对象，选取A跨国猎头公司的部分在职以及离职员工，通过访谈研究的方式，对影响其离职意向的心理因素进行深入的理论分析和实证研究。在理论分析部分，本文归纳梳理了已经存在的成熟的国外员工离职影响的心理动因模型和员工离职影响因素理论，然后，在对跨国猎头公司员工离职现状分析的基础上，归纳出跨国猎头公司员工离职意向的主要影响因素，结合对A跨国猎头公司员工的实例访谈分析提炼特征性因素，从而提出适合A跨国猎头公司员工离职心理动因的预测模型，希望A跨国猎头公司能够以此模型为基础，实现更好保留人才的愿望。实证分析部分，通过访谈实例研究，修正A跨国猎头公司的员工离职心理动因预测模型。最后本文根据研究结果，提出更好保留优秀员工的建议，希望能够为猎头行业管理者提供实践性指导，实现对员工离职问题的预警、控制和管理。
英文摘要：	With today’s Vigorous development of economic globalization and knowledge-based economy, no matter which advanced enterprises in whatever country of the world are increasingly aware of the importance of Human Resource. Human has behaved as a kind of resource, like the other resources, can generate, cultivate, develop, and create value for enterprises. The competition of senior talents has become the trend. Executive search industry has grown rapidly and developed fast in this context. Large executive search firms usually hold hundreds of thousands even more of talents’ information, many of information belong to key personnel who own core competencies and resources. When the core positions of enterprises are opened, the unparalleled advantage of executive search firm’s resources is obvious. Executive search firms take talent people for operation object and take various enterprises in various industries for their clients, conduct talent search to select and recommend service to help customers solve human resources problems. In China, the executive search industry is still in the sunrise period, it has a bright future. As we know, the executive search industry focuses on resolving difficult human resources problem of other industries, but in its process of rapid development, the human resources problem also appears internal, a large number of excellent personnel of executive search industry are needed. This article is to find out methods to control turnover rate of large multinational executive search firms based on the study to psychological turnover intention of staff in it. It is just over ten years that the rise of executive search industry has developed in China. Because there is no domestic professional headhunter resource before this industry came into China, now most of the staff in this industry now are coached and grown up in these more than ten years. And the most of senior ones among them have been the professional personnel in other traditional industries before. They accepted executive search training and then grow up little by little hands-on experiences. Such kind of talent in the job market is extremely scarce resources, more employees that are constantly growing up and they have diversified background. Their senior professional experience in certain industry is not extremely needed but their personal qualifications are required particularly. As mentioned above, the majority of staff in executive search firm are coached by the firms, grown up with the firms. With the continuous influx of multinational executive search firm coming into China, many new opportunities have been created by them and those mature professional headhunting talents who will be needed suddenly have lots of choice. And there is certain work pressure in executive search industry, the phenomenon of high turnover rate in headhunting companies appears. How to incentive and retain good employees has become the important functions to the management level of the executive search firm. In this study we will take multinational executive search firm in the development in China for the study background, due to a multinational headhunting company in China has absorbed their advanced overseas business senses and localized them. It has standard operating procedures, has good management skills and good compensation and benefit systems, also it has gained the operating experience of domestic market, so it can be the representative of development direction of China's executive search industry. Therefore, the study of turnover intention of multinational headhunting company's employees can give management level some guides and suggestions to control the turnover rate. We’ll take employees of multinational executive search firm for the study object, In the demonstrated part we’ll take eight on-serving and former employees of A multinational executive search firm, through the interviews and conversations research method, to find out the influential psychological factors of there turnover Intention bye the in-depth theoretical analysis and empirical study. In the theoretical analysis, through analyzing the sort of existing mature turnover psychological intention models and employee turnover factors theories, then, based on the analysis of multinational headhunting company employees’ status, we summarized main turnover psychology intention of multinational headhunting company employees’ intention. Then combined with special characters of A multinational executive search firm which summarized from investigating conversation, to raise employee turnover prediction model of psychological motivation for A multinational executive search firm. We hope that to this model can help management level of A multinational executive search firm to have early warning to retain talent and control turnover rate better.
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