联系我们

论文查询结果	返回搜索

论文编号：	8018
作者编号：	2120132800
上传时间：	2015/12/10 11:59:18
中文题目：	A公司核心员工离职问题的对策研究
英文题目：	Research on Countermeasures of Core Staff’s Turnover Problem in A Company
指导老师：	袁庆宏
中文关键字：	员工离职；离职率；核心员工；制造公司
英文关键字：	employee turnover; turnover rate; core staff; manufacture company
中文摘要：	核心员工是一个企业的宝贵财富，特别是在信息技术高速发展的今天，信息传播速度越来越快，信息的透明度越来越高。正是因为如此，对于企业来说，要想保留住企业的核心竞争力变得越来越困难，企业要向在市场竞争中立于不败之地，单纯依靠技术的时代已经一去不复返，人才才是关键。随着市场经济的搞活，就业机会与就业形势趋于多样化，如何挽留住企业核心员工这一话题逐渐引起了管理者的重视。 目前中国乃至全球经济下行，由于经济不景气会导致同行业间的竞争日趋激烈。在这样的背景下，能够在竞争白热化的市场环境下不仅维持企业的经济效益稳固增长，并且保留住企业的核心员工不会流失，对于企业的管理者及人力资源从业人员来说都是个巨大的挑战。目前，A制造公司所在的果糖行业技术成熟，工艺完善。因此，竞争企业间的技术基本实现无差异化，如何能在有限的市场需求中抢占更多的份额，依靠人才优势尤为重要。就是由于竞争企业的不断争夺，导致A制造公司的离职率不断攀升。 此论文的研究以本人目前就职的A公司制造为案例研究对象，结合本企业的特性和发展背景，对企业核心员工近年来离职率的变化进行深入研究。本人从公司外部因素、公司内部因素、员工个人等影响因素进行研究。同时采用理论与访谈相结合的方法，针对2012年度至2014年度员工满意度调查问卷，抽出300份有效问卷进行分析，并且结合了2013年度至2014年度离职的12位核心员工的离职面谈记录。希望通过此次调研，帮助公司人力资源管理部门更好地挽留核心员工，增强核心员工的主人翁精神，使得核心员工与组织的关系更加和谐稳固。本文不仅具有理论意义，对于A制造公司更具实践意义：首先有助于企业对核心员工忠诚度的培养；其次，有助于企业有针对性的制定薪酬福利、绩效考核、培训计划等关键模块制度。最后，依据A制造公司核心员工离职的现有情况，向A制造公司提出挽留核心员工的策略：如控制招聘质量、建立适合的企业文化、提供合理的薪酬制度、加强职业生涯管理等。
英文摘要：	With the rapid development of global economic integration, the competition among enterprises is becoming increasingly fierce. In today's rapid development of science and technology, the essence of enterprise competition is the competition of talents. To enhance the core competitiveness, improve production efficiency, we should keep the core staff as first priority. Employee turnover, especially the core staff turnover issue might effluence whether the enterprise can run with long-term stability. Management team of the enterprise should pay high attention to this. From the perspective of human resource management, this topic has been a hot research topic at home and abroad. At present, China and the global economic go down which will lead to increasingly fierce competition in the industry. Under such background, how to strengthen the management of core staff retention in the fierce market competition environment is a big challenge for the managers and the human resource practitioners. A manufacture company’s service belongs to fructose industry, the technology and process is mature. Therefore, the competition between the same industry changed during recent years from technological competition to compete for talent. Intense competition of core talent lead to increasingly turnover tare in A manufacture company. The research of this thesis takes the A manufacture company as the case study object, combined with the characteristic and development background of the enterprise, and further studies the change of the turnover rate of the core staff in recent years. I study the influence factors of external factors, internal factors and employees of the company. At the same time, I used theory as well as individual interviews to analysis which including 300 effective employee satisfaction survey questionnaires from year 2012 to 2014 and 12 exit interviews from year 2013 to 2014 of core staff. I hope this research can help the company's human resources management department to better retain the core staff, increase the loyalty of core staff, so that they can better integrate into the organization. This paper not only has theoretical significance, but also has practical significance for A manufacture company: first, it can help the enterprise to develop the core staff loyalty. Secondly, it is helpful for the enterprises to formulate the key modules such as compensation and benefits, performance evaluation, training plan and so on. Finally, according to the actual situation of the loss of core staff in A manufacture company, this paper puts forward the basic principles and feasible measures to keep the management of core staff.
查看全文：	预览  下载(下载需要进行登录)