C公司外来务工人员高离职率的原因分析与对策

发布时间：2018-03-13 05:27

本文选题：外来务工人员　切入点：五因素分析　出处：《上海交通大学》2013年硕士论文　论文类型：学位论文

【摘要】：随着改革开放的步伐，中国经济进一步融入了世界环境，其中珠三角凭借着制度优势和良好的地理位置优势，形成了一批技术先进、具备国际竞争力的制造型企业。通过直接引进海外投资与技术，结合地方产业积极发展制造业，珠三角已经逐渐地发展为“世界制造业基地”。但是目前，“中国制造”正在面临前所未有的挑战，珠三角制造业集群正在面临全球经济紧缩、能源价格暴涨、人民币升值、本地劳动力及环境成本大幅上升等各方面的压力，其中，企业招工难、用工难和人员流失问题，是当前许多制造业企业管理部门所共同面临的问题。 C公司则正是这样一个电子制造业集群中的龙头翘楚亦是非常具有代表性的企业，为了研究剖析C公司外来务工人员离职率居高不下的问题，通过文献分析、C公司人力资源战略五因素分析，以及在C公司实地实施的焦点小组访谈调查分析和人力资源部运作数据分析，获得C公司外来务工人员的离职动因以及人力资源管理系统的问题。研究认为，C公司目前针对外来务工人员的人力资源管理存在以下问题：一线外来务工人员流动过快，，影响企业产能稳定性；招聘机制活跃不足，大量依赖劳务中介公司输入劳务人员，招聘成本居高不下；内耗过大，由于频繁离职造成人员招聘和培训过程中浪费严重；企业文化过于物质化，不利于培养有粘性的员工。C公司外来务工人员离职的影响因素主要分为不可调因素和可调因素两类。不可调因素主要有短期务工初衷和结婚返乡等与员工生存因素有关的影响因素；可调因素主要有企业待遇低人性化，加班多压力大等影响因素有关。最后，本研究以激励理论和工作设计理论为基础，从人力资源管理角度和业务开展角度分别提出了缓解C公司高离职率的对策建议。人力资源管理对策包括：以人为本、有效激励、合理运作、阶段轮岗和务实文化。业务开展角度的对策包括：全自动化生产、精益流程和业务战略转型。
[Abstract]:With the pace of reform and opening up, China's economy has further integrated into the world environment. Among them, the Pearl River Delta has formed a group of advanced technologies by virtue of its institutional advantages and favorable geographical position. Manufacturing enterprises with international competitiveness. Through the direct introduction of overseas investment and technology and the positive development of manufacturing industry in combination with local industries, the Pearl River Delta has gradually developed into a "world manufacturing base". But at present, "made in China" is facing unprecedented challenges. The Pearl River Delta manufacturing cluster is facing pressures from various aspects, such as global economic contraction, soaring energy prices, appreciation of the renminbi, and a sharp rise in local labor and environmental costs. Among them, the problems of recruitment, employment and staff loss are common problems faced by many management departments of manufacturing enterprises. Company C is just such a leading leader in the electronics manufacturing cluster and a very representative enterprise. In order to study and analyze the high turnover rate of migrant workers in company C, Through literature analysis, five factors analysis of human resource strategy of C company, focus group interview and data analysis of human resources department were carried out in C company. Obtain C company migrant workers turnover motivation and human resources management system issues. It is concluded that the current human resource management for migrant workers in company C has the following problems: the rapid turnover of migrant workers on the front line affects the stability of enterprise productivity, and the recruitment mechanism is not active enough. Relying heavily on labor agency companies to import labor personnel, recruitment costs remain high; internal friction is excessive, resulting in serious waste in the recruitment and training process due to frequent departures; corporate culture is too materialized. The factors affecting the turnover of migrant workers in company. C are mainly divided into two categories: non-adjustable factors and adjustable factors. The non-adjustable factors mainly include the original intention of short-term workers and marriage and return home, and the survival factors of employees. Factors related to factors; Adjustable factors are mainly low-humanized corporate pay, overtime, pressure and other factors related to. Finally, on the basis of incentive theory and job design theory, the paper puts forward countermeasures and suggestions to alleviate the high turnover rate of company C from the angle of human resource management and business development. Effective motivation, rational operation, phase rotation and pragmatic culture. Business development perspective includes: fully automated production, lean processes and business strategic transformation.
【学位授予单位】：上海交通大学
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：F272.92;F426.6

【参考文献】