寧夏機(jī)場有限公司人才流失問題的研究
發(fā)布時(shí)間：2018-11-16 09:53
【摘要】：在2008年的全國民航工作會(huì)議中,把中華人民共和國打造成為“民航強(qiáng)國”的發(fā)展戰(zhàn)略被正式提出。以民航業(yè)為核心的綜合交通運(yùn)輸樞紐成為國民經(jīng)濟(jì)的重要支撐產(chǎn)業(yè),民航產(chǎn)業(yè)的發(fā)達(dá)程度可直觀的體現(xiàn)出一個(gè)國家的經(jīng)濟(jì)水平和經(jīng)濟(jì)實(shí)力。2010年通過的《國家中長期人才發(fā)展規(guī)劃綱要(2010-2020年)》中,“人才是第一資源”被明確提出。同時(shí)綱要也呼吁爭取到2020年中國能夠成為世界上的人力資源強(qiáng)國�，F(xiàn)階段,民用機(jī)場企業(yè)對(duì)人才的重視程度逐年提升,但我國航空業(yè)發(fā)展起步晚,起點(diǎn)低,導(dǎo)致民用機(jī)場企業(yè)人力資源管理中存在著一些與市場經(jīng)濟(jì)體制不適應(yīng)的問題,其中人才流失的問題特別明顯。文章通過探析寧夏機(jī)場有限公司人才流失現(xiàn)狀,提出應(yīng)對(duì)措施,對(duì)管理方式改進(jìn)完善,提升管理水平,進(jìn)而避免人才的外走。本文共分五個(gè)章節(jié),第一章緒論,闡述研究的背景、意義和目的。第二章相關(guān)理論綜述,介紹了本文相關(guān)文獻(xiàn)理論,包括人力資源管理概論、人才的概念等。第三章寧夏機(jī)場有限公司人才流失現(xiàn)狀分析,分析機(jī)場公司人力資源狀況及人才流失的數(shù)據(jù)、趨勢和造成人才流失的原因。第四章人才流失影響因素的分析,從社會(huì)、經(jīng)濟(jì)等外部因素和企業(yè)、員工自身等內(nèi)部因素兩個(gè)方面,分析了各因素對(duì)人才流失的影響。第五章對(duì)策方法,針對(duì)研究結(jié)論展現(xiàn)出的問題,針對(duì)性地提出有效對(duì)策。第六章結(jié)論。本文為寧夏機(jī)場提供有益的對(duì)策和建議的同時(shí),也為同量級(jí)的西北中小機(jī)場提供了參考依據(jù)和借鑒意義。
[Abstract]:In the 2008 National Civil Aviation Conference, the development strategy of making the people's Republic of China into a "civil aviation power" was formally put forward. The integrated transportation hub, with the civil aviation industry as the core, has become an important supporting industry of the national economy. The degree of development of civil aviation industry can directly reflect the economic level and economic strength of a country. In the outline of National Medium- and Long-Term talents Development Program (2010-2020) adopted in 2010, "talent is the first resource" is clearly put forward. The outline also calls for China to become the world's human resources power by 2020. At present, civil airport enterprises pay more and more attention to talents year by year, but the development of aviation industry in our country starts late and the starting point is low, which leads to some problems in the human resource management of civil airport enterprises which are not suitable for the market economy system. Among them, the problem of brain drain is particularly obvious. By analyzing the present situation of the brain drain in Ningxia Airport Co., Ltd, this paper puts forward some countermeasures to improve the management mode and improve the management level, and then avoid the talents going out. This paper is divided into five chapters, the first chapter is an introduction to the background, significance and purpose of the study. The second chapter summarizes the related theories, including the introduction of human resource management, the concept of human resources, and so on. The third chapter analyzes the current situation of the brain drain in Ningxia Airport Co., Ltd., analyzes the human resource situation of the airport company and the data of the brain drain, the trend and the causes of the brain drain. The fourth chapter analyzes the influence factors of the brain drain from the external factors such as society, economy and internal factors such as enterprises and employees themselves, analyzes the impact of various factors on the brain drain. The fifth chapter puts forward effective countermeasures in view of the problems revealed in the conclusions of the research. Chapter VI conclusion. This paper provides beneficial countermeasures and suggestions for Ningxia Airport, and also provides reference basis and significance for the same order of magnitude of the small and medium-sized airports in Northwest China.
【學(xué)位授予單位】：寧夏大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2017
【分類號(hào)】：F272.92;F562.6
[Abstract]:In the 2008 National Civil Aviation Conference, the development strategy of making the people's Republic of China into a "civil aviation power" was formally put forward. The integrated transportation hub, with the civil aviation industry as the core, has become an important supporting industry of the national economy. The degree of development of civil aviation industry can directly reflect the economic level and economic strength of a country. In the outline of National Medium- and Long-Term talents Development Program (2010-2020) adopted in 2010, "talent is the first resource" is clearly put forward. The outline also calls for China to become the world's human resources power by 2020. At present, civil airport enterprises pay more and more attention to talents year by year, but the development of aviation industry in our country starts late and the starting point is low, which leads to some problems in the human resource management of civil airport enterprises which are not suitable for the market economy system. Among them, the problem of brain drain is particularly obvious. By analyzing the present situation of the brain drain in Ningxia Airport Co., Ltd, this paper puts forward some countermeasures to improve the management mode and improve the management level, and then avoid the talents going out. This paper is divided into five chapters, the first chapter is an introduction to the background, significance and purpose of the study. The second chapter summarizes the related theories, including the introduction of human resource management, the concept of human resources, and so on. The third chapter analyzes the current situation of the brain drain in Ningxia Airport Co., Ltd., analyzes the human resource situation of the airport company and the data of the brain drain, the trend and the causes of the brain drain. The fourth chapter analyzes the influence factors of the brain drain from the external factors such as society, economy and internal factors such as enterprises and employees themselves, analyzes the impact of various factors on the brain drain. The fifth chapter puts forward effective countermeasures in view of the problems revealed in the conclusions of the research. Chapter VI conclusion. This paper provides beneficial countermeasures and suggestions for Ningxia Airport, and also provides reference basis and significance for the same order of magnitude of the small and medium-sized airports in Northwest China.
【學(xué)位授予單位】：寧夏大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2017
【分類號(hào)】：F272.92;F562.6
【參考文獻(xiàn)】
相關(guān)期刊論文 前10條
1 秦曉軍;;工作滿意度、組織承諾與離職傾向關(guān)系的研究綜述[J];內(nèi)蒙古科技與經(jīng)濟(jì);2016年07期
2 張永勤;;企業(yè)人才流失問題分析及對(duì)策[J];中外企業(yè)家;2016年05期
3 肖秀梅;;企業(yè)人才流失分析與對(duì)策研究[J];經(jīng)營管理者;2015年12期
4 王俊杰;;國有企業(yè)人才流失原因及應(yīng)對(duì)措施[J];企業(yè)改革與管理;2014年16期
5 萬文海;安靜;;基于心理契約視角的企業(yè)創(chuàng)新型人才流失問題研究[J];甘肅社會(huì)科學(xué);2014年04期
6 鄭錦如;;防止企業(yè)知識(shí)型人才流失的對(duì)策措施[J];人力資源管理;2014年07期
7 范方靜;辛治洲;;員工離職模型綜述[J];知識(shí)經(jīng)濟(jì);2012年23期
8 王文俊;;員工流失理論綜述[J];現(xiàn)代企業(yè)教育;2010年20期
9 趙光輝;;核心人才流失的主要原因與關(guān)鍵對(duì)策[J];科技管理研究;2008年10期
10 牛芳明;;論企業(yè)核心人才的流失與HR的危機(jī)管理[J];現(xiàn)代商貿(mào)工業(yè);2008年09期
相關(guān)碩士學(xué)位論文 前8條
1 張V锿，
本文編號(hào)：2335193
本文鏈接：http://www.sikaile.net/jingjilunwen/jtysjj/2335193.html
最近更新
教材專著
