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论文编号：	9666
作者编号：	2120152643
上传时间：	2017/12/8 13:54:48
中文题目：	科技型中小企业知识型员工离职分析及对策研究—以A科技型中小企业为例
英文题目：	Study on Turnover Analysis and Countermeasures for Knowledge Employees in Small and Medium Technology-based Enterprise：Taking A Technology-based SME as Instance
指导老师：	袁庆宏
中文关键字：	科技型中小企业；知识型员工；离职管理；应对策略
英文关键字：	Technology-based SMEs；Knowledge employees；Turnover management；Countermeasures
中文摘要：	随着我国科技水平的不断进步，知识经济也在大步向前发展，相比之前的劳动密集型人力资本结构，知识型的人才占比逐年增大，这些知识型人才知识和技能俱佳，这些都使得现有的劳动力结构发生了极大的变化。 改革开放以来，我国经济迅猛发展，人才市场的竞争不断加剧，同时也给了人才更多的选择空间，由于知识型员工自身特点，他们的高流动性更为突出，如何才能更好应对高离职率是每个人力资源从业者、企业管理者需要思考的重要问题，同时通过什么有效的措施保留知识型人才，对于企业来说也是值得探究和深挖的课题。对于科技型中小企业来说，知识型员工的管理至关重要，而且这是一项长期的、复杂的工作，知识型员工是企业的核心人才，他们不仅掌握着企业的核心产品知识或技术，还是企业创新和发展的驱动力，对于企业来说也是珍贵的稀缺资源。对于科技型中小企业来说，了解知识型员工的特点，并能进行有效的管理与保留，才能使企业不断向前发展，不让知识型员工的高流失率成为企业发展的拦路虎，采取什么样的措施才能有效的降低流失率是企业人力资源管理需要解决的核心问题。为了使本研究更具有实践性和针对性，本文首先对科技型中小企业以及知识型员工的概念进行了阐述，以人才流失理论、马斯洛需求理论和员工离职模型为理论基础，通过综合分析这些理论的切入点，努力探寻科技型中小企业知识型员工流失预防及管理的有效措施，研究过程中采用了系统分析、文献分析和调查问卷法相结合的方式，基于科技型中小企业知识型员工离职的现状和原因阐述，通过员工满意度调查对离职原因进行佐证，接着对知识型员工离职影响的企业因素和个人因素进行了深入探究及分析，并对其产生的消极影响的进行了论述。针对A企业离职研究中分析出的企业因素，如管理方法不科学、工作安排与过程管理不到位等诸多问题，本文在最后提出了应对A企业离职率的相应对策：促进员工的职业成长的策略、优化员工管理的举措和降低离职风险的方法。本文通过以上综述，立足于解决人力资源管理实际问题，提出了若干针对性的解决办法，为企业解决知识型员工流失问题提供一些参考。
英文摘要：	With the continuous progress of science and technology in our country, the knowledge economy is developing rapidly. Compared to the previous labor-intensive human capital structure of knowledge –based personnel accounted for more than the gradual increase. These have made great changes in the existing labor structure. Since the reform and opening up, the rapid development of our country’s economy, the competition of market is increasing, but also gave people more choice at the same time, due to the characteristics of knowledge-based employees, their high liquidity is more prominent, how to deal with a high turnover rate is the important problem that every human resources practitioner and manager needs to think about, how to effectively retain important knowledge-based people for enterprises, is also worth exploring and deep thinking. For the technology-based small and mid-sized enterprise, the management of knowledge employee is a long-term and complicated work, knowledge employees are the core member of the enterprise, they not only grasp the core product knowledge or technology, but also the driving force of enterprise innovation and development, which is also a scarce resources for enterprises; For the small and medium-sized enterprises, to understand the characteristics of knowledge-based employees, and to carry out effective management and retention, can make the enterprise continue to develop. It is the core problem that the enterprise human resource management needs to be solved by not letting the high turnover rate of it become the obstacle to the development of enterprises. In order to make this study has more practicality and pertinence, this paper first defines the concept of small and mid-sized enterprise and knowledge employees, as the brain drain, the employee turnover model, Based on the status quo and reasons of the knowledge-based employees of technology-based small and medium-sized enterprises, the investigation on the reasons for the departure of employee satisfaction is proved. Then the enterprise factors and personal factors influencing the departure of the knowledge-based employees have been explored and analyzed, and the negative effects on it are discussed. In order to analyze the enterprise factors, such as the management method, not scientific, work arrangement and process management are not in place, and so on. In the end, this paper puts forward the corresponding countermeasures to deal with the exit rate of a company: the strategy to promote the employment of employees, the measures to optimize the management of employees and reduce the risk of departure. In order to enable the enterprise achieving sustained, healthy and stable development. Based on the above review, based on solving the practical problems of human resource management, this paper puts forward some specific solutions, and provides some reference for enterprises to solve the loss of knowledge-based employees.
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