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论文编号：	6504
作者编号：	2120112525
上传时间：	2014/6/12 14:21:38
中文题目：	利德凯通公司员工敬业度调查及管理应用研究
英文题目：	RealKen company employee engagement survey deployment and application studies
指导老师：	杨斌
中文关键字：	员工敬业度；组织承诺；企业并购；民营企业
英文关键字：	Employee Engagement；Group Commitment；Acquired Company；Local Private Enterprise
中文摘要：	员工敬业度鉴于其与公司业绩、客户满意度、员工保留等密切相关，在当今企业人力资源管理中越来越受到重视。在激烈的市场竞争环境条件下，很多企业的经营范围不仅仅限于销售产品，而是进一步延伸至为客户提供解决方案。在与客户建立长期稳定关系的过程中，员工与客户的互动是最关键的因素。因此，员工敬业度对企业的业务发展起着至关重要的作用。员工敬业度调查的目的在于：一方面能够发现企业管理过程中存在问题，系统地去解决问题，并通过定期的调查、评估，衡量改进效果；另一方面，调查结果可以起到防微杜渐的作用，它是诊断组织管理现状最为重要的方法之一。目前，越来越多的跨国企业已将员工敬业度作为企业管理诊断的评价标准。利德凯通公司前身是一家民营企业，2004年被世界500强企业之一的利德集团收购。在过去的8年，利德凯通公司以平均每年30%的复合增长率快速增长。面对激烈的市场竞争、公司本身的发展要求，以及集团对公司提出的更长远的目标，利德凯通公司近年来实施了一系列变革。变革期间，组织中出现了员工抱怨、工作主动意识下降、效率降低等现象。因此，本研究研究的目的就是通过对员工敬业度的调查以及对调查结果的分析，探索导致员工抱怨、效率低下等现象的原因，并在此基础上对利德凯通公司的员工需求进行进一步沟通和分析，充分了解公司员工敬业度的驱动因素，在综合分析利德凯通公司人力资源现状的实际情况下，提出行之有效的应对策略。本研究采用的是调查访谈、案例分析、实证分析的方法。在此基础上，综合运用各种人力资源解决方案，构建了利德凯通公司员工敬业度提升的有效解决方案。本研究的特点在于注重理论联系实践，运用焦点小组访谈的方法对影响员工敬业度的驱动因素进行分析和探讨，并提出解决实践中存在问题的框架，为建立科学、持久的人力资源解决方案奠定基础。利德凯通公司的问题在利德集团以及其它面对转型的民营企中具有一定的代表性，因此本研究为利德集团其它并购项目提供了很好的例证；为其它民营企业向专业化，国际化进军提供了有益的启示，具有一定的理论价值和较重要的现实应用性。图10幅，表28个，参考文献30篇。
英文摘要：	HR management today is paying more and more attention to employee engagement which is key element for most of companies due to its close connection with business performance, customer satisfaction result and employee retention. Given the increasingly fierce competition situation in the market, companies provide solutions to customers on top of selling products. Due to the factor that human is the crucial point in relationship building up with customers; employee engagement itself plays an extremely important role in companies regarding business development. Employee engagement survey aims to 1) Identify issues in company management, and solves these problems systematically and accordingly. And then company could follow up improvement through a second survey and assessment. 2) Be preventive. It is an important tool in diagnosing company management situation. Employee engagement now becomes the criterion for many multi-national enterprises to evaluate their management. RealKen which grew out of a local private company was acquired by Real Group, a world top 500 enterprise, in 2004. Over the past eight years, RealKen developed by CAGR 30%. The company implemented series of reformative changes to meet its development and long term target established by the group. However, it consequently causes employee complaints, drop of working motivation, low efficiency etc. Therefore, this essay aims to trace the root of the above issues through the study and analysis of employee engagement. Furthermore, this essay will propose possible actions and strategy after carrying out comprehensively research on Real Ken HR management situation, basing on grasping driving factor influencing employee engagement through further communication and analysis of this company employee needs. Interview, case study, empirical analysis are used in this essay to formulate effective solution for RealKen to elevate employee engagement index combining various HR management cases. The key of this essay is to analyze and study driving factor that impacts employee engagement via focus group interview, to attach importance to the integration of theory with practice, and to build up foundation for scientific and sustainable HR solution by establishing framework of solving real situation issues. RealKen case represents the common issue for local private company transforming and integrating into such international groups as Real group. Therefore, this essay provides the foundation of RealKen transformation; is a good reference for Real other merger and acquisition cases; is a revelation with theoretical and pragmatic meanings for those local companies tapping into professional and international level.
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