珠三角某电子设备企业操作工保留问题研究

发布时间：2018-06-25 06:03

  本文选题：人力资源保留 + 员工敬业度　； 参考：《复旦大学》2014年硕士论文

【摘要】：三年前在富士康发生的员工接连跳楼轻生的事件虽然已经逐渐淡出了公众的视线,但事件本身,除了其触目惊心的“十四连跳”外,其背后蕴含着的制造业企业流水线操作工人的管理问题却依然是非常值得人力资源管理从业者去思考和研究的。本文基于我国珠三角地区电子设备制造业长期以来流水线操作工人管理缺失、员工满意度低、流动率高的问题,通过对珠海一家典型的制造型企业的工厂进行实地调研,旨在深入探寻影响我国珠三角地区电子设备制造业现行的员工敬业度及保留方式的各项因素。大量的行业现状报告、文献和调研的结果都显示：在我国珠三角地区电子设备制造业企业中,相对于企业中的知识型员工,占员工人口绝大多数的流水线操作工人普遍有着高流动率、低敬业度的显著特征。虽然企业的管理层已经意识到了由此特性带来的一系列企业运营问题和潜在风险,但现实中的诸多因素都令多数企业不愿也不能在短时间内根本性地解决人员频繁流动的问题。在这一现实情况下,“电子设备制造业企业人力资源部门应该如何看待和管理流水线操作工人”、“企业如何在有限成本投入的基础上获得更高的员工敬业度”、“员工除了收入、工作环境等显性因素以外是否还有的其他离职原因”将作为主要的切入点成为本次调研项目的核心内容。具体调研过程主要分为以下三个阶段：首先,通过人力资源理论及我国制造业的宏观现状,明确企业中影响员工稳定性和敬业度的核心相关因素.其次,通过定性和定量的研究方法,了解参与调研的珠海一家典型的电子设备制造业企业的员工离职原因、敬业度、满意度现状及企业人力资源部门和管理层的人力资源管理方法。最后,通过对问卷、访谈的汇总统计,归纳总结了调研发现并在此基础上提出了关于珠三角地区电子设备制造业企业流水线操作工人管理的意见和建议。
[Abstract]:Although the incident that occurred at Foxconn three years ago in which employees jumped from buildings and killed themselves has gradually faded out of the public eye, the incident itself, in addition to its shocking "fourteen leaps," Behind it, the management of assembly line workers in manufacturing enterprises is still worthy of human resource management practitioners to think about and study. Based on the problems of lacking management of assembly line operators, low employee satisfaction and high turnover rate in the electronic equipment manufacturing industry in the Pearl River Delta region, this paper conducts a field investigation on a typical manufacturing factory in Zhuhai. The purpose of this paper is to explore the factors that affect the current employee engagement and retention in the electronic equipment manufacturing industry in the Pearl River Delta region. A large number of industry status reports, literature and research results show that in the electronic equipment manufacturing enterprises in the Pearl River Delta region, compared with the knowledge workers in the enterprises, The assembly line workers, who make up the majority of the workforce, generally have the characteristics of high turnover rate and low engagement. Although the management of enterprises has realized a series of operational problems and potential risks brought about by this characteristic, many factors in reality make most enterprises unwilling and unable to fundamentally solve the problem of frequent turnover of personnel in a short time. In this realistic situation, "how should the human resources department of the electronic equipment manufacturing enterprise treat and manage the assembly line operator" and "how to obtain higher employee engagement on the basis of limited cost input", "whether there are other reasons for employees leaving their jobs in addition to the dominant factors such as income, work environment and so on" will be the core of this research project as the main entry point. The specific investigation process is divided into the following three stages: firstly, through the theory of human resources and the macro situation of manufacturing industry in China, the core related factors affecting employee stability and engagement in enterprises are clarified. Secondly, through qualitative and quantitative research methods, to understand the causes of employee turnover, engagement and participation in a typical electronic equipment manufacturing enterprise in Zhuhai. Satisfaction status and HR management methods of HR department and management. Finally, through the summary of questionnaire and interview, the author summarizes the findings and puts forward some suggestions on the management of assembly line workers in electronic equipment manufacturing enterprises in the Pearl River Delta region.
【学位授予单位】：复旦大学
【学位级别】：硕士
【学位授予年份】：2014
【分类号】：F272.92;F426.63
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本文编号：2064910