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论文编号：	7963
作者编号：	2120132755
上传时间：	2015/12/9 9:55:24
中文题目：	天津A公司员工离职问题研究
英文题目：	A study of Tianjin A company employee turnover problem
指导老师：	崔勋
中文关键字：	离职；激励；绩效考核；人才；薪酬
英文关键字：	separation；motivation；performance assessment；talent；salary
中文摘要：	实践证明，新时期下的企业竞争的本质在于人才，这对于中外合资企业而言亦是如此。现阶段企业需要解决的两大关键问题就是在职员工的管理与待职员工的开发。本课题将深入研究与分析员工离职现象及其原因，同时以某公司为研究对象，根据其发展实际，了解其已有的人力资源管理模式与影响离职的主要因素，从而给出合理的改善对策。对策的落实会在很大程度上提出了改进建议。对策的落实会极大的促进A公司人力资源管理理念的贯彻，增加其管理经验，同时还能够有效缓解员工的高离职率现象，最终增强公司的整体竞争实力。本课题共分为五章。第一章为绪论部分，表明了本课题的研究背景与意义，并介绍了本课题用到的研究方法。第二章为理论概述部分，介绍了本课题所依据的相关理论，包括员工离职理论、激励理论等。同时，还列举了已有的离职模型及其影响因素，从而更好的了解这些理论。第三章为A公司的员工离职现状，简述了A公司的发展状况、组织架构、人力资源管理现状以及员工离职的影响因素。其中，详细介绍了A公司的组织框架与人力资源管理发展现状，为下文的研究奠定事实基础。同时，还从多个方面分析导致员工离职的主要因素，包括个人因素、公司因素等，并分析了当前A公司人力资管理中存在的不足。第四章为A公司的人才留用管理体系设计。以当前A公司人力资源管理中存在的不足为切入点，具体提出了几点弥补这些不足的对策，从而有效缓解现阶段A公司员工高离职率的问题，进而保证该公司的长期、稳定发展。第五章为总结与展望部分。对本课题对A公司员工离职现象的分析与思考进行总结，并找出了其中存在的不足与今后应完善的地方。
英文摘要：	The practice proves that the essence of enterprise competition is talent， which is also the case for Chinese foreign joint ventures. At present， the two key problems that need to be solved are the management of the employees and the development of the staff. This paper will further study and analyze the phenomenon and the reasons of employee turnover. At the same time， taking a company as the research object， this paper understands the existing human resource management mode and the main factors that affect the turnover according to its development， to， and give a reasonable improvement measures. The implementation of the strategy will be of great improvement suggestion. The implementation of measures will greatly promote the implementation of human resource management concept of A company， increase its management experience， but also can effectively alleviate the high turnover rate of employees， and ultimately enhance the overall competitiveness of the company. This paper is divided into five chapters. The first chapter is the introduction part， which shows the background and significance of this research， and introduces the research methods used in this paper. The second chapter is the theoretical overview section， introduced the related theories， including the employee turnover theory， incentive theory， etc.. At the same time， it also lists the existing turnover model and its influencing factors， so as to better understand the theory. The third chapter is about the present situation of A company's employee turnover， and briefly describes the development status of A company， organizational structure， human resource management status and the influence factors of employee turnover. Among them， the paper introduces the present situation of A company's organization and human resource management， which lays a foundation for the following research. At the same time， it analyzes the main factors that cause the employee turnover from many aspects， including personal factors， company factors， etc.， and analyzes the existing problems of human resource management in A company. The fourth chapter is the design of a company's retained talent management system. To the current A company human resources management problems as the breakthrough point， the specific put forward a number of measures to make up for these deficiencies， so as to effectively alleviate the problem of high turnover rate of A company employees， and thus ensure the company's long-term， stable development. The fifth chapter is the summary and Prospect of the part. This paper analyzes and summarizes the phenomenon of employee turnover in A company， and finds out the existing problems and the improvement of the future.
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