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论文编号：	8147
作者编号：	2220110561
上传时间：	2016/5/24 17:38:56
中文题目：	A公司员工管理问题与对策研究
英文题目：	Company A’s Staff Management and Countermeasures Study
指导老师：	韩经纶 教授
中文关键字：	A公司, 行为偏差,员工管理,组织公平感
英文关键字：	A company;deviant behavior; staff management;organizational justice
中文摘要：	学者研究发现，当企业员工的忠诚度降低时，就会发生诸如消极怠工，破坏公司财产：偷窃知识产权，究其原因是员工的组织公平感的心理失衡有直接关系。企业在发展之初，由于是在业务初创期，员工多为核心人员，有共同的利益“愿景”。公司的凝聚力相对较高。但是随着企业的发展壮大，随着人员的增加，矛盾就会出现。诸如薪资需求，培训需求，个人发展（职位高与低）需求都会出现。这是一个企业不容忽视的问题，作为一个企业的领军人（老板）应该花时间去思考和研究的问题。 在当今这个互联网科技发展迅速，信息获取极其方便的时代。一家企业如何能保持竞争力，健康发展？核心问题是对于员工队伍的人才储备和人才激励的措施和方法是否得当。如何有效的进行人力资源的整合，从而使得人尽其才，物尽其用。是企业良好发展的关键。 管理创新人才和技术创新人才的争夺是现代企业最关键的任务，人才的竞争力如何，决定着企业的生命。人才资本比金融资本更重要，人才兴，则企业兴，企业跨越式发展才有保证。人才是企业的未来，企业必须首先增强对人才关键作用的认识，提高思想认识，建立科学的管理体制，做好企业面对人才国际化环境所需进行的准备,企业才能从行动上营造出吸引人才的内部环境。塑造吸引人才、留住人才的企业文化，增强企业人员对企业的归属感，以环境留人，以积极的环境提高、培养人，重视人性化管理，尊重人才、尊重知识，建立积极的组织文化，用文化凝聚人才，用文化促进人才、发展人才、创造人才、吸引人才，形成科学的引才聚才、选才用才、育才留才的机制，提高人才吸引力。 本文运用企业文化、核心竞争、员工激励等相关理论，以A公司为研究案例，对A公司员工行为偏差的表现及其形成的原因进行了较为系统的分析，并对该公司员工心理期许与公司绩效提升之间的关系做了较为深入的探讨。最后，提出了改善和防范A公司员工行为偏差的保障措施，对A公司的进一步发展壮大具有借鉴和参考价值。
英文摘要：	The research findings show that when the employees’ loyalty is decreased, there will be slack in the work, company property destroyed and intellectual property theft happened. The major reason is that the employees feel mentally imbalanced of internal unfairness. During the company’s start-up period, most of the employees were core members and shared the common “vision”, so the company’s cohesiveness was relatively high. However along with the company development and expansion, and hiring more employees, there will be conflicts occurs. Such as various needs on compensation and benefit, training and personal development (job level). It is a serious issue that could not be ignored, and it’s worth for a business leader (the boss) to spend time to think and study. Today, Information technology grows very fast; we can easily obtain the information. For a company, How to maintain the competitiveness and healthy development? The major issue is whether you have the appropriate strategy to manage the talent pipeline and keep talent motivation. How to effectively integrate human resources, so that the talent can be better utilized. It is the key for a company’s consistent and stability development. The talent competition on management and technical is very critical, the competitiveness of talents determines the life of the enterprise. Human capital is more important than the finance capital. The enterprise’s development is rely on talent. Talent is the future of the enterprise, the enterprise must first to understand of the key role of talent, improve thinking and understanding, to establish a scientific management system, get prepared to face the internationalization of talents environment, thus to create an attractive internal environment. Shape the culture to attract talent and retain talent, enhance the enterprise staff's sense of belonging, improve the positive environment, pay attention to humanistic management, respect for talent, respect knowledge, establish a positive culture, attract top talent, promote talent, develop talent, build up scientific system to attract, select, develop, retain talent and enhance the attraction of talent. This thesis uses the theories of corporate culture, core competitiveness, employee motivation and psychological contract, taking company A as the case study to make the systematic analysis on the performance of employee behavior deviation, as well as the root cause. It also conducts the in-depth of discussion on the relationship between employee expectation and company performance improvement. Finally, it proposes the improvement measurements to prevent the employee behavior deviation. It will be a good reference for company A’s further development and expansion.
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