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S证券有限公司员工满意度提升研究

发布时间:2018-09-05 05:40
【摘要】:人才是企业竞争力的关键,如今在市场竞争体制中,越来越多企业认识到这点。抢人才就是抢技术,留人才就是促发展。员工的根本需求得到满足得到满足、职业发展得到保障,对工作情绪和态度也会产生积极作用,强大的工作动力将有助于企业绩效的提升以及公司战略的达成。多年实践证明,企业员工满意度与企业业绩正相关。企业引入员工满意度测评机制,可以帮助企业找出员工日常工作中的各种心理和行为的根源,也可以检测出企业管理中存在的问题,并可通过测评结果对其加以改进。员工满意度测评机制就像是预防针,定期的测试将有助于企业预判人才流动的动向。S证券有限公司拥有大量的金融专业人才,他们具有年纪轻、学历高、流动率大的特点,既是资本市场繁荣发展的中坚力量,又是S证券有限公司发展的主要竞争力。为了稳定高端人才队伍,避免专业人才的流失,本文以S证券有限公司作为研究背景,运用文献研究法、问卷调查法了解S证券有限公司实际情况,结合问卷调查结果对部分员工代表进行深入的访谈,并使用SPSS软件以及因子分析法对问卷调查结果进行深入的分析,分析出S证券有限公司员工岗位晋升渠道狭窄、培训内容形式单一、缺乏正负激励机制保障、团队凝聚力有待加强等内部管理问题,并有针对性的提出畅通职业发展渠道、以员工需求为导向健全培训体系、建立正负激励机制、营造互相信任的企业文化的内部管理提升对策。希望通过对S证券有限公司员工满意度的研究,为其改善管理措施,提供一些思路和参考。本研究有利于进一步验证和丰富员工满意度理论研究体系,还可为我国证券公司人力资源管理实践提供借鉴。
[Abstract]:Talent is the key to the competitiveness of enterprises. Nowadays, more and more enterprises realize this in the market competition system. To grab talent is to grab technology, and to retain talent is to promote development. The basic needs of the employees are satisfied, the career development is guaranteed, and the work mood and attitude will also have a positive effect. Strong work motivation will contribute to the improvement of corporate performance and the achievement of corporate strategy. Practice for many years has proved that employee satisfaction is positively related to enterprise performance. The introduction of employee satisfaction evaluation mechanism can help enterprises to find out the root of their daily work psychology and behavior, but also to detect the existing problems in enterprise management, and can be improved through the results of the evaluation. The evaluation mechanism of employee satisfaction is like a inoculation. Regular testing will help enterprises predict the trend of talent flow. S Securities Co., Ltd. has a large number of financial professionals. They have the characteristics of young age, high educational background, and high turnover rate. It is not only the backbone of capital market prosperity, but also the main competitive power of S Securities Co., Ltd. In order to stabilize the team of high-end talents and avoid the loss of professional talents, this paper takes S Securities Co., Ltd as the research background, applies the literature research method and questionnaire method to understand the actual situation of S Securities Co., Ltd. Combined with the results of the questionnaire, some staff representatives were interviewed in depth, and the results of the questionnaire were analyzed with SPSS software and factor analysis method, and the narrow channel of staff promotion in S Securities Co., Ltd. was analyzed. Training content form is single, lack of positive and negative incentive mechanism protection, team cohesion needs to be strengthened and other internal management issues, and targeted to put forward unblocked career development channels, staff demand oriented and improve the training system, Set up positive and negative incentive mechanism, build mutual trust enterprise culture internal management promotion countermeasure. Through the research on the employee satisfaction of S Securities Co., Ltd., we hope to provide some ideas and references for improving the management measures. This study is helpful to further verify and enrich the theoretical research system of employee satisfaction, and can also provide reference for the practice of human resource management of securities companies in China.
【学位授予单位】:广西大学
【学位级别】:硕士
【学位授予年份】:2017
【分类号】:F272.92;F832.39

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