本文選題：人力社保局咨詢中心 + 咨詢員滿意度　； 參考：《天津財經(jīng)大學(xué)》2016年碩士論文

【摘要】：21世紀(jì)是高速發(fā)展經(jīng)濟(jì)的時代,人力資源的發(fā)展越來越重要,越來越受到各個組織的關(guān)注。不僅僅是在企業(yè),在機(jī)關(guān)事業(yè)單位的管理層中也越來越重視人力資源管理,而且事業(yè)單位的人力資源,尤其是非盈利性質(zhì)的服務(wù)型事業(yè)單位的人力資源更有特殊的地方,這是根據(jù)其致力于社會公益事業(yè)的特殊性決定的。事業(yè)單位目的不在于盈利,而是服務(wù)于社會大眾,因此,其員工必須具有比普通企業(yè)的員工更高的道德品質(zhì)和政治信仰,所以對于事業(yè)單位的工作人員會有更高要求,他們要保證工作嚴(yán)謹(jǐn),態(tài)度端正,并且一直保持著一顆為老百姓服務(wù)的心,并且應(yīng)該兼?zhèn)漭^高的文化水平,領(lǐng)悟能力,思想品德和法律意識等。本研究旨在了解人力社保局咨詢服務(wù)中心咨詢員對于工作的目前現(xiàn)狀是否滿意,滿意的程度高低,并討論在不同的學(xué)歷,不同的司齡和不同的性別背景下的咨詢員對工作的滿意度有沒有不一樣的地方。通過進(jìn)行問卷的方式進(jìn)行調(diào)查,對咨詢服務(wù)中心咨詢員了解情況,分析通過問卷調(diào)查和訪談得來的數(shù)據(jù),以此得出結(jié)論,判斷咨詢中心咨詢員對于工作現(xiàn)狀是否滿意,滿意的程度是什么。進(jìn)而研究在不同學(xué)歷,不同司齡和不同性別下分類的群體當(dāng)中,咨詢員對工作的滿意情況有沒有明顯的不同。使用統(tǒng)計軟件SPSS13.0把搜集到的數(shù)據(jù)進(jìn)行分析整理并歸納,通過對主成分分析法的運(yùn)用,并對提取出的主成分(因子)進(jìn)行方差最大正交旋轉(zhuǎn),將咨詢中心咨詢員的滿意度問卷的19個變量濃縮成9個因子再進(jìn)行進(jìn)一步分析。得出咨詢員員工滿意度的總體滿意程度相對一般并且呈現(xiàn)出不平衡性:這里面軟硬件支持(3.7143)、溝通合作(3.4167)、參與管理(3.1012)三項滿意得分最高。;內(nèi)在滿足(2.4603)、職業(yè)發(fā)展(2.1310)、管理者能力(2.8810)、員工培訓(xùn)(2.9524)、福利待遇(2.1310)五項得分都不是很高;績效薪酬(1.8571)這項的得分為最低,處于分布狀況的的最下層。研究的數(shù)據(jù)表明,咨詢中心咨詢員的滿意度在不同的性別、不同的學(xué)歷、不同工的作時間(司齡)的員工對現(xiàn)有工作的滿意程度有著明顯的不同之處。最后,因為影響員工滿意度的因素有很多種,而且影響的程度有高有低,那么在提出修改建議的時候就應(yīng)該是有針對性的。第一,優(yōu)化管理體系,加強(qiáng)精神激勵的效果。設(shè)置互相溝通的平臺,使咨詢員積極參與中心的管理管理工作;重視情感方面的維護(hù),增強(qiáng)咨詢員對中心的歸屬感。第二,建立完整的培訓(xùn)體系,提供良好的職業(yè)發(fā)展環(huán)境。第三,培訓(xùn)員工對于薪酬有新的認(rèn)知,更寬更廣的界定薪酬概念,不局限于到手的工資,根據(jù)社會經(jīng)濟(jì)發(fā)展和物價水平適時調(diào)整咨詢中心薪酬標(biāo)準(zhǔn);充分利用咨詢中心各種資源,提高咨詢員對福利待遇的滿意程度。第四,考核要全面,公開,公平,透明。從這幾方面著手,實行改善方案,提高咨詢員的工作滿意程度。
[Abstract]:The 21st century is the era of rapid economic development, the development of human resources is becoming more and more important, more and more concerned by various organizations. Not only in enterprises, but also in the management of organs and institutions, they pay more and more attention to human resources management, and the human resources of institutions, especially those of service institutions of a non-profit nature, have a special place. This is based on its commitment to the social welfare of the particularity of the decision. The purpose of a public institution is not to make a profit, but to serve the general public. Therefore, its employees must have a higher moral quality and political belief than those in ordinary enterprises, so they will have higher demands on the staff of the institution. They should ensure rigorous work, correct attitude, and always keep a heart of serving the common people, and should also have a higher level of culture, understanding, morality and legal consciousness, and so on. The purpose of this study was to find out whether the consultant of the advisory service center of the Human Social Security Bureau was satisfied with the present situation of the job and the degree of satisfaction, and to discuss the different academic qualifications. Are there any differences in job satisfaction among counsellors at different ages and gender backgrounds. Through the way of questionnaire investigation, the consultant of the advisory service center understand the situation, analyze the data obtained through the questionnaire survey and interview, and then draw a conclusion, judge whether the consultant of the consulting center is satisfied with the status quo of the work. What is the degree of satisfaction? Furthermore, there were significant differences in job satisfaction among groups with different educational background, age and gender. The collected data are analyzed and summarized by the statistical software SPSS13.0, and the extracted principal components (factors) are rotated quadrature with maximum variance through the application of principal component analysis. The 19 variables of counseling center consultant satisfaction questionnaire were condensed into 9 factors for further analysis. The results show that the overall satisfaction degree of consultant staff is relatively general and presents an imbalance: the software and hardware support 3.7143, the communication and cooperation 3.4167, the participation in management 3.1012) the highest scores.; Internal satisfaction 2.4603, career development 2.1310, management. The five points of management ability 2.8810, employee training 2.9524, welfare treatment 2.1310) are not very high; Performance pay 1.8571) this score is the lowest, at the bottom of the distribution. According to the data of the study, the satisfaction degree of the consultant in the consulting center is obviously different between different genders, different degrees of education, and the degree of satisfaction with the existing job among the employees with different working hours (company age). Finally, because there are many factors that affect employee satisfaction, and the degree of impact is high and low, then the proposed amendments should be targeted. First, optimize the management system and strengthen the effect of spiritual motivation. To set up a platform for mutual communication, to make consultants actively participate in the management and management of the center, to attach importance to the maintenance of emotion, and to enhance the consultants' sense of belonging to the center. Second, establish a complete training system to provide a good environment for career development. Third, training staff to have a new understanding of compensation, a broader definition of the concept of compensation, not limited to the hand of wages, according to social and economic development and price level timely adjustment of compensation standards; Make full use of all kinds of resources in the consultation center to improve the satisfaction of the consultants with the benefits and benefits. Fourth, the assessment should be comprehensive, open, fair and transparent. From these aspects, the implementation of improvement programs to improve the job satisfaction of consultants.
【學(xué)位授予單位】：天津財經(jīng)大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2016
【分類號】：D630.3

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