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论文编号：	2796
作者编号：	2120082459
上传时间：	2010/12/2 15:54:43
中文题目：	S公司员工主动离职原因分析及对策研究
英文题目：	The Research of S Company Employee Voluntary Quit Reason and Employee Retention Strategy
指导老师：	杨斌
中文关键字：	主动离职 员工保留 薪酬体系 绩效管理 职业生涯发展
英文关键字：	Voluntary Quit, Retention, Payment System, Performance Management System, Career Development System
中文摘要：	随着中国经济的发展和世界各国间经济合作的加强，越来越多的外资企业陆续进入中国市场。这一方面为我国带来了先进的技术和管理理念，同时也将中国变为各大外资企业争夺市场和人才的战场。 作为同行业中最早在中国成立合资企业的S公司，目前面临着越来越激烈的市场竞争，同时，对S公司更加严峻的挑战为，竞争对手的不断发展，一方面对其产品的市场份额构成巨大威胁，另一方面也在威胁着它的人力资源体系。近年来，越来越多的S公司员工纷纷辞职，部分甚至加入竞争对手公司。这一方面造成了公司成本的增加和浪费，也对公司的业务产生了巨大影响；另一方面，也使公司面临着技术外流，商业机密泄露的风险。并且，伴随着离职人员数量的增加，在职员工的工作满意度也受到了一定的影响。因此，本文通过对S公司自2006年至2010年7月底之间主动离职员工的年龄、为公司服务的年限、受教育程度等因素分析及通过对离职人员的离职面谈分析，探讨造成S公司员工离职的主要原因，并结合对公司现有战略及人力资源相关政策分析，力图找到影响S公司员工离职的根本原因并给出相应的建议。 通过对离职员工的数据分析发现，虽然公司的薪酬体系是影响员工做出离职决定的重要因素，但更多的员工提出离职，则是因为更好的职业发展。且通过数据统计发现，在2006年至2010年7月期间离职的员工中，67%均拥有大学本科学历，而从年龄结构可以看到，有超过一半的主动离职员工年龄均在30岁以下。由此，可以看出，拥有本科学历的年轻人，由于其选择的机会相对较多，更容易离职，且此年龄段的员工比起薪酬，更加注重自身的职业发展机会。因此，为员工制定合理的职业生涯发展规划，为员工提供更多的公司内部的发展机会，则更加成为保留员工的重要手段。 本文通过对公司现有人力资源政策的分析，找到其优势和不足，最后提出相应的建议，增加员工的忠诚度，以此降低主动离职率。
英文摘要：	With the development of China and the cooperation of each country, more and more foreign capital came into China market. They bring the advanced technology and management methods to China, at the same time, China also became the biggest battlefield for them to scrabble for the market share and talents. As the pioneer of joint venture company in elevator industry, S company is facing the drastic competition. This competition not only including the market share but also including the human capital. In these years, more and more employees of S company resigned and joined the competitors. This brings the cost losing and increase the management risk. Meanwhile, the employee’s satisfaction rate was also effect by the high quit rate. This article is focusing on the voluntary quit employees from year 2006 to year 2009 and intending to find out the root cause of employee quit by researching the voluntary quit employees’age, service years, education background and exit reason. This article also analyse the existing Human Resource policy and process of S company and provide some suggestion of employee retention accordingly. Through analysis of the exit employee’ data, we found that although the payment and benefit system is the important factor for employees to make the resign decision, but more employee resigned for better job opportunities and career developments. Employees with bachelor degrees or above are apt to exit than others. From the age analysis we found that more than half resigned employees are less than 30. As young employees with bachelor degrees or above have more opportunities to choose, and these employees pay more attention to their career development, it is become very important for S company to build perfect career development system to attract and reserve employees. Base on the study and analysis of S company’s exit employees’ data and exiting policy, the author provide some suggestion for S company to enhance the employee’s loyalty and reduce the quit rate.
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