PZ公司员工流失问题及对策研究

发布时间：2018-10-31 08:57

【摘要】：当今社会,科学技术飞速发展,世界经济一体化,中国越来越受到世界各国企业的青睐,特别是劳动密集型代工企业越来越多,企业间的竞争也越来越激烈。低技术密集劳动是典型的代工企业的特点,这类企业要赢得竞争首先是赢得劳动力的青睐。人才的竞争在企业竞争中尤为突出,如何吸引和留住优秀的员工,从而使企业在竞争中获得优势,是企业面临的首要问题。PZ公司员工的频繁流动和过高的离职率不仅使企业的人力资源重置成本、产品的品控成本上升,而且使企业的形象和口碑受到影响,另外还影响到企业的生产及订单的接受。本文立足企业实际,在大量查阅国内外相关文献的基础上,通过采用多种方法相结合的研究方式,对企业员工流失的问题进行深入的多层次分析。通过离职员工面谈记录调查获取了380分记录、基于price-Mueller(2000)模型给出的变量及原理设计的问卷调查获取了386份有效问卷,通过个别访谈调查获取了111份员工个人访谈记录。通过对这些调查结果的统计分析,从社会经济、组织因素以及个人因素三层次法进行原因归纳,分析影响员工离职意向的因素以及构成企业员工流失问题的原因。提出了解决员工流失问题的六个方面的改善对策,分别是：建立员工职业生涯规划体系、改善企业的培训机制、完善员工薪酬福利体系、建立以人为本的企业文化提升管理水平、建立畅通的沟通平台留住员工、优化生产降低用工需求。最后,概括了本研究的结论,同时指出了研究的局限性以及不足,以及对问题深入研究的方向。本研究具有一定的理论和实践意义,为企业管理提供了指导,同时在区域内同类型企业起到了参考和借鉴的作用。
[Abstract]:Nowadays, with the rapid development of science and technology and the integration of world economy, more and more enterprises all over the world favor China, especially more and more labor-intensive contract enterprises, and the competition among enterprises is becoming more and more fierce. Low-skilled labor is the characteristic of the typical contract enterprises. To win the competition, this kind of enterprises must win the favor of the labor force. Talent competition is particularly prominent in the competition of enterprises, how to attract and retain excellent staff, so that enterprises can gain advantages in the competition, The frequent turnover and high turnover rate of PZ employees not only increase the cost of human resource replacement and product quality control, but also affect the image and reputation of the enterprise. In addition, it also affects the production of enterprises and the acceptance of orders. Based on the actual situation of the enterprise, based on a large number of domestic and foreign related literature, through the use of a variety of methods combined with the research methods, the problem of employee turnover in enterprises is analyzed at different levels. Based on the questionnaire of variables and principles given by price-Mueller (2000) model, 386valid questionnaires were obtained, and 111employee interview records were obtained by individual interview survey. Through the statistical analysis of these survey results, from the social economy, organizational factors and personal factors of three levels of reasons summarized, analyzes the factors that affect the turnover intention of employees and the reasons that constitute the problem of employee turnover. This paper puts forward six countermeasures to solve the problem of staff turnover, which are: establishing a career planning system for employees, improving the training mechanism of enterprises, and perfecting the compensation and welfare system of employees. Establish a people-oriented corporate culture to improve the management level, establish a smooth communication platform to retain staff, optimize production and reduce the demand for employment. Finally, the conclusion of this study is summarized, and the limitations and shortcomings of the study are pointed out. This study has some theoretical and practical significance, provides guidance for enterprise management, and plays a reference and reference role in the same type of enterprises in the region.
【学位授予单位】：广西大学
【学位级别】：硕士
【学位授予年份】：2014
【分类号】：F272.92;F426.63

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