PZ公司員工流失問題及對策研究
發(fā)布時間：2018-10-31 08:57
【摘要】：當(dāng)今社會,科學(xué)技術(shù)飛速發(fā)展,世界經(jīng)濟(jì)一體化,中國越來越受到世界各國企業(yè)的青睞,特別是勞動密集型代工企業(yè)越來越多,企業(yè)間的競爭也越來越激烈。低技術(shù)密集勞動是典型的代工企業(yè)的特點(diǎn),這類企業(yè)要贏得競爭首先是贏得勞動力的青睞。人才的競爭在企業(yè)競爭中尤為突出,如何吸引和留住優(yōu)秀的員工,從而使企業(yè)在競爭中獲得優(yōu)勢,是企業(yè)面臨的首要問題。PZ公司員工的頻繁流動和過高的離職率不僅使企業(yè)的人力資源重置成本、產(chǎn)品的品控成本上升,而且使企業(yè)的形象和口碑受到影響,另外還影響到企業(yè)的生產(chǎn)及訂單的接受。 本文立足企業(yè)實(shí)際,在大量查閱國內(nèi)外相關(guān)文獻(xiàn)的基礎(chǔ)上,通過采用多種方法相結(jié)合的研究方式,對企業(yè)員工流失的問題進(jìn)行深入的多層次分析。通過離職員工面談記錄調(diào)查獲取了380分記錄、基于price-Mueller(2000)模型給出的變量及原理設(shè)計的問卷調(diào)查獲取了386份有效問卷,通過個別訪談?wù){(diào)查獲取了111份員工個人訪談記錄。通過對這些調(diào)查結(jié)果的統(tǒng)計分析,從社會經(jīng)濟(jì)、組織因素以及個人因素三層次法進(jìn)行原因歸納,分析影響員工離職意向的因素以及構(gòu)成企業(yè)員工流失問題的原因。 提出了解決員工流失問題的六個方面的改善對策,分別是：建立員工職業(yè)生涯規(guī)劃體系、改善企業(yè)的培訓(xùn)機(jī)制、完善員工薪酬福利體系、建立以人為本的企業(yè)文化提升管理水平、建立暢通的溝通平臺留住員工、優(yōu)化生產(chǎn)降低用工需求。 最后,概括了本研究的結(jié)論,同時指出了研究的局限性以及不足,以及對問題深入研究的方向。本研究具有一定的理論和實(shí)踐意義,為企業(yè)管理提供了指導(dǎo),同時在區(qū)域內(nèi)同類型企業(yè)起到了參考和借鑒的作用。
[Abstract]:Nowadays, with the rapid development of science and technology and the integration of world economy, more and more enterprises all over the world favor China, especially more and more labor-intensive contract enterprises, and the competition among enterprises is becoming more and more fierce. Low-skilled labor is the characteristic of the typical contract enterprises. To win the competition, this kind of enterprises must win the favor of the labor force. Talent competition is particularly prominent in the competition of enterprises, how to attract and retain excellent staff, so that enterprises can gain advantages in the competition, The frequent turnover and high turnover rate of PZ employees not only increase the cost of human resource replacement and product quality control, but also affect the image and reputation of the enterprise. In addition, it also affects the production of enterprises and the acceptance of orders. Based on the actual situation of the enterprise, based on a large number of domestic and foreign related literature, through the use of a variety of methods combined with the research methods, the problem of employee turnover in enterprises is analyzed at different levels. Based on the questionnaire of variables and principles given by price-Mueller (2000) model, 386valid questionnaires were obtained, and 111employee interview records were obtained by individual interview survey. Through the statistical analysis of these survey results, from the social economy, organizational factors and personal factors of three levels of reasons summarized, analyzes the factors that affect the turnover intention of employees and the reasons that constitute the problem of employee turnover. This paper puts forward six countermeasures to solve the problem of staff turnover, which are: establishing a career planning system for employees, improving the training mechanism of enterprises, and perfecting the compensation and welfare system of employees. Establish a people-oriented corporate culture to improve the management level, establish a smooth communication platform to retain staff, optimize production and reduce the demand for employment. Finally, the conclusion of this study is summarized, and the limitations and shortcomings of the study are pointed out. This study has some theoretical and practical significance, provides guidance for enterprise management, and plays a reference and reference role in the same type of enterprises in the region.
【學(xué)位授予單位】：廣西大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2014
【分類號】：F272.92;F426.63
本文編號：2301589
[Abstract]:Nowadays, with the rapid development of science and technology and the integration of world economy, more and more enterprises all over the world favor China, especially more and more labor-intensive contract enterprises, and the competition among enterprises is becoming more and more fierce. Low-skilled labor is the characteristic of the typical contract enterprises. To win the competition, this kind of enterprises must win the favor of the labor force. Talent competition is particularly prominent in the competition of enterprises, how to attract and retain excellent staff, so that enterprises can gain advantages in the competition, The frequent turnover and high turnover rate of PZ employees not only increase the cost of human resource replacement and product quality control, but also affect the image and reputation of the enterprise. In addition, it also affects the production of enterprises and the acceptance of orders. Based on the actual situation of the enterprise, based on a large number of domestic and foreign related literature, through the use of a variety of methods combined with the research methods, the problem of employee turnover in enterprises is analyzed at different levels. Based on the questionnaire of variables and principles given by price-Mueller (2000) model, 386valid questionnaires were obtained, and 111employee interview records were obtained by individual interview survey. Through the statistical analysis of these survey results, from the social economy, organizational factors and personal factors of three levels of reasons summarized, analyzes the factors that affect the turnover intention of employees and the reasons that constitute the problem of employee turnover. This paper puts forward six countermeasures to solve the problem of staff turnover, which are: establishing a career planning system for employees, improving the training mechanism of enterprises, and perfecting the compensation and welfare system of employees. Establish a people-oriented corporate culture to improve the management level, establish a smooth communication platform to retain staff, optimize production and reduce the demand for employment. Finally, the conclusion of this study is summarized, and the limitations and shortcomings of the study are pointed out. This study has some theoretical and practical significance, provides guidance for enterprise management, and plays a reference and reference role in the same type of enterprises in the region.
【學(xué)位授予單位】：廣西大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2014
【分類號】：F272.92;F426.63
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