新的两孩政策下L集团女员工离职管理研究

发布时间：2018-11-10 12:12

【摘要】：进入21世纪,企业间的竞争日趋激烈,其竞争的核心在于人才的竞争。人才是创造财富和企业发展的根本动力。如何为企业留住人才,尤其是留住核心人才,是每一个企业管理者和人力资源管理人员都应该认真思考的。在现代企业人力资源管理体系中,离职管理作为最后一个环节,其重要性越来越受到国内学术界及企业的重视。离职管理的好坏直接影响着企业的管理效率、成本控制及未来发展。真正的离职管理并不只是填写离职文档,做离职面谈,还应更加重视"储才"的重要性。为企业储备人才、防止人才的流失应作为离职管理的核心环节,其对于提升企业品牌与竞争力有着广泛的意义和深远的影响。前不久刚刚落幕的十八届五中全会决定将全面放开二孩政策。新政策于2016年1月1日起正式实施,这是自新中国成立以来又一次人口政策的重大变革,也是对自上世纪70年代末改革开放30多年来一直严格执行并提倡的一对夫妻只生一个孩子的人口政策的重大调整。这一政策的出台无疑为企业的离职管理,尤其是女员工的离职管理提出了重大的挑战。本文通过对全球500强企业L集团的案例进行研究,希望能够发现并找出应对这一挑战的思路。为企业降低女员工离职风险,尤其是有效地减少骨干女员工的流失,进而有效地降低企业人力成本,最大化地利用好企业现有的人力资本,实现企业与人才的双赢。同时也为国内类似企业提供借鉴与参考。
[Abstract]:In the 21 st century, the competition between enterprises is becoming more and more fierce. The core of competition lies in the competition of talents. Talent is the fundamental motive force for wealth creation and enterprise development. How to retain talents for enterprises, especially the core talents, should be seriously considered by every enterprise manager and human resource manager. In the modern enterprise human resource management system, as the last link, the importance of turnover management has been paid more and more attention by domestic academia and enterprises. The quality of turnover management directly affects the management efficiency, cost control and future development of enterprises. Real management should not only fill out exit documents and conduct exit interviews, but also pay more attention to the importance of saving talents. To reserve talents for enterprises, to prevent the loss of talents should be the core link of turnover management, which has extensive significance and far-reaching influence on the promotion of enterprise brand and competitiveness. Shortly before the end of the Fifth Plenary session of the 18 th Central Committee decided that the two-child policy will be fully open. The new policy was formally implemented on January 1, 2016, marking another major change in the population policy since the founding of the people's Republic of China. It is also a major adjustment to the one-child population policy, which has been strictly implemented and advocated since the reform and opening up in the late 1970s. The introduction of this policy undoubtedly poses a great challenge to the turnover management of enterprises, especially female employees. Based on the case study of L Group, a global top 500 enterprise, this paper hopes to find out how to deal with this challenge. In order to reduce the turnover risk of female employees, especially to reduce the loss of backbone female employees effectively, and then effectively reduce the human costs of enterprises, maximize the use of existing human capital, and achieve a win-win situation between enterprises and talents. At the same time also for domestic similar enterprises to provide reference and reference.
【学位授予单位】：首都经济贸易大学
【学位级别】：硕士
【学位授予年份】：2016
【分类号】：F272.92

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