本文選題：化工類 + 畢業(yè)生　； 參考：《河北工業(yè)大學(xué)》2013年碩士論文

【摘要】：大學(xué)畢業(yè)生踏入職場(chǎng)的前三年基本屬于入職后的適應(yīng)期，在個(gè)人職業(yè)生涯發(fā)展階段上處于探索期。畢業(yè)后三年內(nèi)的畢業(yè)生面臨著諸多問題，諸如職位變動(dòng)等問題。本論文研究的職位變動(dòng)是廣義的，其中包括：離職、升職、本單位內(nèi)更換工作崗位等情況。 目前，企業(yè)員工的高離職率等問題制約企業(yè)的快速發(fā)展，給企業(yè)人力資源管理帶來了難題；同時(shí)，企業(yè)培養(yǎng)優(yōu)秀員工、儲(chǔ)備優(yōu)秀人才會(huì)給企業(yè)的發(fā)展帶來新的活力和行業(yè)競(jìng)爭(zhēng)優(yōu)勢(shì)。本文以H大學(xué)化工類近三年畢業(yè)生（本科生）為例,通過問卷調(diào)查法,定性分析和定量分析相結(jié)合的方法,對(duì)H大學(xué)化工類畢業(yè)生進(jìn)行追蹤調(diào)研、化工企業(yè)訪談等形式，詳細(xì)調(diào)查了目前化工企業(yè)中新員工離職、更換工作崗位、升職的情況；并且根據(jù)調(diào)研數(shù)據(jù)分析了影響H大學(xué)化工類畢業(yè)生離職的原因�；ゎ惼髽I(yè)可以通過本調(diào)查研究得到啟示，根據(jù)企業(yè)對(duì)人才的特定要求，制定詳細(xì)的員工培訓(xùn)計(jì)劃，，幫助新員工制定職業(yè)生涯發(fā)展規(guī)劃，設(shè)計(jì)合理的薪酬和績效管理體系等，為企業(yè)發(fā)展積聚優(yōu)秀的人才。本論文根據(jù)對(duì)化工類企業(yè)人力資源部門的訪談，擬在高校引入人力資源管理的理念，為在校化工類學(xué)生制定合理的職業(yè)生涯規(guī)劃、加強(qiáng)職業(yè)教育、利用企業(yè)和高校的優(yōu)勢(shì)聯(lián)合培養(yǎng)大學(xué)生，為企業(yè)提供優(yōu)秀人才。 面對(duì)激烈的市場(chǎng)競(jìng)爭(zhēng)，不僅企業(yè)需要制定合理的人才培養(yǎng)計(jì)劃，高校也應(yīng)該引入人力資源管理理念，創(chuàng)新學(xué)生管理培養(yǎng)模式，為社會(huì)培養(yǎng)高素質(zhì)人才。
[Abstract]:The first three years of college graduates entering the workplace basically belong to the adaptation period after entering the profession, and in the stage of personal career development, they are in the exploration period.Three years after graduation, graduates face many problems, such as job changes.In this paper, the post changes are generalized, including: turnover, promotion, job turnover and so on.At present, the high turnover rate of employees in enterprises restricts the rapid development of enterprises, which brings problems to the management of human resources of enterprises. At the same time, enterprises train excellent employees.The reserve of outstanding talents will bring new vitality and competitive advantage to the development of enterprises.Taking the chemical graduates (undergraduates) of H University in recent three years as an example, through the methods of questionnaire, qualitative analysis and quantitative analysis, this paper makes a follow-up investigation on the chemical graduates of H University, and interviews with chemical enterprises, etc.This paper makes a detailed investigation of the current situation of new employees leaving, changing their jobs and promoting them in chemical enterprises, and analyzes the reasons that affect the resignation of chemical graduates of H University according to the survey data.Chemical enterprises can draw inspiration from the investigation and study. According to the specific requirements of the enterprises, they can formulate detailed staff training plans, help new employees to formulate career development plans, design reasonable compensation and performance management systems, etc.Accumulate outstanding talents for the development of enterprises.Based on the interview with the department of human resources in chemical enterprises, this paper intends to introduce the concept of human resource management in colleges and universities, to formulate reasonable career planning for chemical students in schools, and to strengthen vocational education.Use the advantage of enterprises and universities to jointly train college students to provide excellent talents for enterprises.In the face of fierce market competition, not only enterprises need to formulate reasonable talent training plans, but also colleges and universities should introduce the concept of human resources management, innovate the training mode of student management, and train high-quality talents for the society.
【學(xué)位授予單位】：河北工業(yè)大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2013
【分類號(hào)】：G647.38;TQ-4

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