L公司骨干员工离职原因分析及对策

发布时间：2019-04-11 13:10

【摘要】：随着中国经济的迅猛发展,员工离职成为越来越普遍的现象。作为中国产业支柱的汽车制造业,受到员工离职的冲击很大。而作为外资汽车零部件供应商,L公司员工离职问题也十分严重。本文首先通过对离职模型及离职因素相关理论的研究,对员工发生离职情况的成因和影响要素进行了综述。然后以L公司为例,以2009年至2012年5年间骨干员工的离职数据为基础,分析了个体因素、组织因素、环境因素对离职的影响,研究发现：个体因素中部分变量如年龄、工作年限等对于离职的影响较大,依据对变量的分析可以识别公司内部的离职高危人群；组织因素中员工职业发展和薪酬福利状况对于离职的影响最显著,是企业急需改善的部分；环境因素虽然作为企业无法改变的变量,但对于员工的离职有着重要的影响。最后,提出了具有实际操作意义的解决方案。本文关于公司员工离职的探讨对于汽车零部件供应商具有现实意义。
[Abstract]:With the rapid development of China's economy, employee turnover has become a more and more common phenomenon. As a pillar of China's industry, the auto industry has been hit by employee turnover. As a foreign auto parts supplier, L company staff turnover problem is also very serious. Firstly, through the research of turnover model and relevant theories of turnover factors, this paper summarizes the causes and influencing factors of employee turnover. Then, taking L Company as an example, based on the turnover data of backbone employees from 2009 to 2012, this paper analyzes the effects of individual factors, organizational factors and environmental factors on turnover. The results show that: some variables of individual factors such as age, The length of service has a great impact on turnover. According to the analysis of variables, we can identify the high-risk group of turnover within the company. Among the organizational factors, employees' career development and compensation and benefits have the most significant impact on turnover, which is a part of enterprises in urgent need of improvement, while environmental factors, as variables that can not be changed in the enterprise, have an important impact on the turnover of employees. Finally, a practical solution is put forward. The discussion of employee turnover in this paper is of practical significance to auto parts suppliers.
【学位授予单位】：华东理工大学
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：F272.92;F426.471

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