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论文编号：	3672
作者编号：	2120092791
上传时间：	2011/11/19 16:39:28
中文题目：	蓝光奥的斯公司青年技工保留对策研究
英文题目：	Researches on the retention of young workers in Blue-light OTIS Elevator Company
指导老师：	李新建
中文关键字：	青年技工;保留;公平;成就感;同事情谊
英文关键字：	Young Worker;Retention;fairness;achievability;camaraderie
中文摘要：	随着城市建设的发展，市场对于电梯的需求量也急剧增加，曳引机作为电梯的重要部件，其需求量也随之攀升。蓝光奥的斯公司是曳引机的传统制造商，市场需求的增加必然导致企业产量的上升，这也在一定程度上加剧了企业的人才需求量。这些人才并不单指传统意义上的研发、设计等人员，同样也包括拥有先进生产技术的一线青年工人。从近几年的数据统计中不难发现，青年技工的流失率要远远高于办公室的工程师。一线员工的流失率过高会直接影响企业的生产，如果这些员工主动流动到竞争对手的企业中，也会给企业造成不利的影响。因此，对于青年技工的保留管理成为企业的当务之急。为了深入分析青年技工的流失原因，本文对马斯洛需求层次分析理论、公平理论和心理契约理论做了综合性的阐述，并将流失原因总结为公平、成就感和同事情谊三方面。根据公平理论，青年技工在工作中对于工作稳定性、薪酬等方面的公平性有了更高的要求，而在公平的基础上，青年技工也希望从工作中获得成就感，希望他们的业绩和贡献能得到管理层的赏识、认可和奖励。与此同时，对于步入社会时间不长的青年技工来说，企业的关爱、同事间的情谊也是他们非常需要的。基于青年技工流失原因的分析，本文提出了相应的保留策略。企业首先应加强管理层与员工的沟通，建立参与型的管理模式。对于青年技工所关心的薪酬问题，企业应在公开透明的绩效评估体系下建立青年技工的绩效薪酬政策。此外，企业还应针对员工的同事情谊需求加强企业文化建设，让青年技工体会到更切实的员工关爱。技术工人是蓝光奥的斯的第一生产力，青年则是企业的希望和未来。作者希望通过本文的研究在为企业提供青年技工的保留策略的同时也能进一步加强企业的凝聚力。
英文摘要：	With the development of urban construction, the increase of elevator is demanded in market sharply. Accordingly, the demand for traction machine, an important component of the elevator, also increases. As a traditional machine manufacturer, the output of Blue-light Otis Elevator Company must rise with the increase of market demand. It intensifies the demand for professionals to a certain extent. These people do not only refer to traditional R&D, design, etc., but also include production line young workers with advanced production technology. According to statistics from recent years, turnover rate of young technicians is much higher than engineers. Too high turnover rate of production line technicians will directly affect the production. If these technicians initiative move to competitors, the enterprise will be adversely affected. Therefore, it’s very important for enterprise to manage the retention of young technicians In order to analyze the turnover reasons for young technicians, this article comprehensively states the Maslow’s hierarchy of needs theory, the equity theory and the psychological contract theory and summarizes turnover reasons into three aspects: fairness, achievability and camaraderie. According to equity theory, young technicians have higher requirements for job stability, salary and other aspects of equity, but based on a fair, young technicians also hope to get achievability from work and get appreciation, recognition and reward from management. Meanwhile for young technicians who are step into community no longer, the care of enterprise and camaraderie among colleagues are needed very much. Based on the analysis of turnover reasons for young technicians, this article presents the corresponding retention strategy. Firstly, enterprise should strengthen the communication between management and staffs and establish participative leadership of management mode. For the pay issues, which concerns to young technicians, the enterprise should establish performance-based remuneration policy under transparent performance appraisal system. In addition, enterprise should strengthen enterprise culture, which aims at staff’s demands for the camaraderie. Young technicians will feel more realistic care. Technicians are the first productivity of Blue-light Otis Elevator Company and youths are the hope and future of the enterprise. The author hopes this study not only can provide retention strategy of young technicians, but also can further strengthen the cohesion of enterprise.
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