HC公司一线员工流失问题研究

发布时间：2018-04-12 23:41

本文选题：一线员工流失 + 员工满意度　；参考：《山东大学》2013年硕士论文

【摘要】：纺织业是山东省的支柱产业之一,历史悠久,发展迅速。然而,在发展势头良好的情况下,一线员工的招聘问题一直困扰着纺织企业的高层管理者,再加上纺织企业的一线员工的主动离职率很大程度的超出了制造业一线员工的平均员工主动离职率,导致纺织行业一线员工严重紧缺。这对于劳动密集型的纺织业来说是一个非常严峻的障碍,这不但对企业发展的稳定性和可持续性造成了严重的影响,还会出现生产效率降低、招聘培训成本增加、产品质量下降等诸多方面的问题。因此,在竞争日益激烈的今天,如何降低一线员工流失率成为纺织企业密切关注的课题。本论文以山东HC纺织有限公司(以下简称HC公司)为背景,针对该公司目前存在的一线员工的流失问题,通过对企业一线员工的满意度问卷调查,结合人力资源部门提供的离职面谈记录和已离职员工以及一线员工的直接管理者的个体访谈记录,经过数据整理与统计,从企业外部因素、企业内部因素和员工个人因素等方面分析导致公司一线员工流失的影响因素,结合相关的人力资源理论依据,制定出适合该公司实际情况的一线员工流失的相应对策。本文分为六部分。第一部分为引言,简单介绍了该论文的研究背景、意义、思路与方法、结构框架及创新点；第二部分是理论综述,介绍了大量员工流失的相关概念、员工流失影响因素的国内外研究现状以及理论模型,是本文研究的理论基础；第三部分主要介绍了HC公司及其一线员工的现状,提出了公司一线员工流失严重的问题,强调了一线员工流失对企业造成的负面影响；第四部分是通过对公司离职面谈记录、员工满意度调查问卷、个体访谈等方式分析总结出一线员工过渡流失的原因；第五部分是针对分析出的一线员工流失原因,结合HC公司的实际情况提出了有针对性的解决对策；第六部分对本文进行了总结。
[Abstract]:Textile industry is one of the pillar industries in Shandong Province, with a long history and rapid development.However, in the case of good development momentum, the recruitment of front-line staff has been puzzling the top management of textile enterprises.In addition, the rate of active turnover of the front-line workers in textile enterprises is much higher than the average rate of the first-line workers in the manufacturing industry, which leads to the serious shortage of front-line workers in the textile industry.This is a very serious obstacle to the labor-intensive textile industry, which not only has a serious impact on the stability and sustainability of enterprise development, but also leads to lower production efficiency and higher recruitment and training costs.Product quality decline and many other aspects of the problem.Therefore, in the increasingly fierce competition, how to reduce the rate of staff loss has become a topic that textile enterprises pay close attention to.In this paper, based on the background of Shandong HC Textile Co., Ltd. (hereinafter referred to as HC Company), aiming at the problem of the loss of front-line staff in the company, a questionnaire survey on the satisfaction of the first-line employees in the enterprise is carried out.Combined with the exit interview records provided by human resources department and the individual interview records of the direct managers of the former employees and the front-line employees, through data collation and statistics, from the external factors of the enterprise,The internal factors and personal factors of employees are analyzed in this paper. Combining with the relevant human resource theory basis, the corresponding countermeasures for the loss of front-line staff which are suitable for the actual situation of the company are worked out.This paper is divided into six parts.The first part is the introduction, briefly introduces the research background, significance, ideas and methods, structure framework and innovation points of the paper, the second part is a theoretical review, introduced a large number of staff turnover related concepts,The domestic and foreign research status and theoretical model of the influencing factors of employee turnover are the theoretical basis of this paper. The third part mainly introduces the current situation of HC company and its front-line staff, and puts forward the serious problem of first-line staff turnover.The fourth part is to analyze and summarize the reasons of the turnover of front-line staff through the exit interview record, employee satisfaction questionnaire, individual interview and so on.The fifth part is to analyze the reasons for the loss of front-line staff, combined with the actual situation of HC company to put forward targeted solutions; the sixth part of this paper is summarized.
【学位授予单位】：山东大学
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：F272.92;F426.81

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