本文選題：餐飲連鎖企業(yè)　切入點(diǎn)：員工流失　出處：《青島科技大學(xué)》2017年碩士論文　論文類型：學(xué)位論文

【摘要】：伴隨著經(jīng)濟(jì)的快速發(fā)展,我國(guó)綜合實(shí)力全面提升,人民生活水平顯著提高。餐飲業(yè)也成為快速發(fā)展的行業(yè),成為我國(guó)市場(chǎng)經(jīng)濟(jì)的重要組成部分。近年來(lái)大量的餐飲企業(yè)為了擴(kuò)大市場(chǎng)規(guī)模及品牌效應(yīng),進(jìn)入連鎖化的經(jīng)營(yíng)模式及多樣化經(jīng)營(yíng)業(yè)態(tài)。在餐飲業(yè)蓬勃發(fā)展的同時(shí),員工流失的問(wèn)題日益凸顯,成為企業(yè)管理者的困擾,也成為阻礙餐飲企業(yè)發(fā)展的絆腳石。本文在總結(jié)歸納國(guó)內(nèi)外關(guān)于員工流失文獻(xiàn)的基礎(chǔ)上,結(jié)合A餐飲公司的實(shí)際情況,通過(guò)實(shí)證分析法深入分析并驗(yàn)證顯著影響員工流失傾向的關(guān)鍵因素,得出影響A餐飲公司員工尤其是餐廳服務(wù)人員流失的因素主要為:企業(yè)的人力資源管理無(wú)法跟上企業(yè)快速發(fā)展的步伐、薪酬福利政策不健全、員工晉升機(jī)制不完善、企業(yè)文化缺失、員工個(gè)體特點(diǎn)、個(gè)人職業(yè)定位以及對(duì)企業(yè)的認(rèn)同感。最后以人力資源管理相關(guān)理論為指導(dǎo),提出解決對(duì)策,包括建立有競(jìng)爭(zhēng)力的薪酬制度、建立合理有效的培訓(xùn)體系、完善員工激勵(lì)機(jī)制、員工職業(yè)生涯規(guī)劃及加強(qiáng)企業(yè)文化建設(shè)。希望通過(guò)本文的研究,有效控制A餐飲公司員工流失問(wèn)題,并為其他餐飲企業(yè)提供一定的參考和借鑒。
[Abstract]:With the rapid development of economy, China's comprehensive strength to enhance the people's living standards improved significantly. The catering industry has become the rapid development of the industry, has become an important part of China's market economy. In recent years a large number of catering enterprises in order to expand the market scale and brand effect, to enter the chain business model and diversified business. In the vigorous development of the catering industry at the same time, the problem of staff turnover has become increasingly prominent, has become the enterprise management problems, but also become a stumbling block of catering enterprise development. This paper summarized the domestic and foreign literature about the staff flow based on A, combined with the actual situation of catering companies, in-depth analysis and verification of key factors significantly affect employee turnover the tendency through empirical analysis, the influence of A catering company employees especially the restaurant staff turnover factors mainly include: human resource management of enterprises To keep up with the pace of the rapid development of enterprises, the compensation policy is not perfect, staff promotion mechanism is not perfect, the lack of corporate culture, individual characteristics, individual occupation localization and identification of enterprises. Finally based on the related theories of human resource management as the guidance, put forward countermeasures, including the establishment of salary system, establish reasonable and effective the training system, improve the incentive mechanism, employee occupation career planning and strengthen the construction of enterprise culture. I hope that through this study, the effective control of A catering company staff turnover, and provide a reference for the other catering enterprises.

【學(xué)位授予單位】：青島科技大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2017
【分類號(hào)】：F272.92;F719.3

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本文編號(hào)：1620559