T公司人员流失问题及其对策研究

发布时间：2018-06-17 03:26

本文选题：公司 + 人员流失　；参考：《苏州大学》2014年硕士论文

【摘要】：21世纪是知识经济时代，更是技术经济时代。依靠产品和价格的竞争已然成为过去，人员竞争时代已经来临。人员作为企业宝贵的资源，其价值和作用越来越受到企业的重视。特别是知识密集型企业，人员的作用更加突出。而目前企业在人力资源管理上，无论是一线员工还是技术型、管理型人员都十分稀缺，这个让众多企业求贤若渴，因此企业间也不断的展开人员抢夺的斗争，也正因如此大多数企业都面临着严重的人员流失问题。尤其是长三角的中小制造型企业，人员流失成为企业的通病，员工大规模流失、对企业缺乏忠诚度、工作效率不高等问题成为阻碍长三角中小型企业发展的关键原因之一。对此，，本文首先从企业人力资源管理的背景出发，阐述缓解企业人员流失、留住企业人员的必要性与重要意义，并对国内外学者的研究成果进行总结。随后从理论角度出发，从企业人员流失的一般规律以及其理论依据进行阐述，为后文的进一步论述提供理论基础。最后，本文第选取了T公司作为典型案例进行研究，对其人力资源结构以及存在的问题进行分析，并为公司未来人力资源管理模式提出建议。通过以上研究本文得出以下结论：其一，T公司现阶段面临严重的人员流失问题，流失表现最严重的是一线员工。另外，车间基层管理人员和办公室人员也出现了不同程度的流失现象。其二，通过调查，笔者总结了T公司人员流失的原因。总体来看，T公司人员流失的原因主要是企业因素导致，其次是社会因素。其三，无论公司的办公室人员、一线员工还是车间管理人员，人员的流失不仅影响企业的生产流程，也使得企业士气以及长期战略上受到影响。其四，针对T公司人员流失现状，笔者建议从招聘环节、培训环节、薪酬福利环节以及企业文化四个角度入手，提升公司人力资源管理水平，以及对T公司实施留住人员、保证生产环节顺利进行以及类似企业的人力资源管理水平的提升等方面具有参考意义。
[Abstract]:The 21st century is the era of knowledge economy, but also the era of technological economy. Competition based on products and prices has become a thing of the past, the era of competition for personnel has come. As a valuable resource, the value and function of personnel are paid more and more attention by enterprises. In particular, knowledge-intensive enterprises, the role of personnel more prominent. But at present, in human resources management, both front-line employees and technology-type, management-oriented personnel are very scarce. This makes many enterprises thirst for talent, so the struggle between enterprises is also continuing to be waged by the snatching of personnel. It is because of this that most enterprises are faced with a serious staff loss problem. Especially in the small and medium-sized manufacturing enterprises in the Yangtze River Delta, the staff loss has become a common problem, the large-scale loss of staff, the lack of loyalty to the enterprises, the low efficiency of work and so on has become one of the key reasons that hinder the development of the small and medium-sized enterprises in the Yangtze River Delta. In view of this, this paper starts from the background of enterprise human resource management, expounds the necessity and significance of alleviating the loss of enterprise personnel and retaining enterprise personnel, and summarizes the research results of scholars at home and abroad. Then from the theoretical point of view, from the general law of the loss of enterprise personnel and its theoretical basis to provide a theoretical basis for further discussion. Finally, this paper selects T Company as a typical case study, analyzes its human resource structure and existing problems, and puts forward some suggestions for the future human resource management model of the company. The main conclusions are as follows: firstly, T Company is faced with serious staff loss problem at present, and the most serious performance is front-line staff. In addition, shop floor management and office staff also appeared varying degrees of loss phenomenon. Second, through the investigation, the author summarizes the reason of T company personnel loss. Generally speaking, the main reason of staff turnover is enterprise factors, followed by social factors. Thirdly, the loss of staff not only affects the production process, but also affects the morale and long-term strategy of the company. Fourthly, in view of the current situation of T company's personnel turnover, the author suggests that from the aspects of recruitment, training, compensation and welfare, and corporate culture, we should improve the level of human resources management of the company and implement the retention of personnel in T Company. It is of great significance to ensure the smooth progress of production and the improvement of human resource management level of similar enterprises.
【学位授予单位】：苏州大学
【学位级别】：硕士
【学位授予年份】：2014
【分类号】：F272.92;F416.7

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