捷普公司生产线经理流失问题与对策研究

发布时间：2019-04-16 14:50

【摘要】：人才流动是企业发展过程中的必然现象,一定范围内的核心人才流动有利于企业发展和优化人才结构,但过低或过高的流动都会影响企业发展的稳定性、可持续性和战略目标的实现。制造业的生产线经理一般都在不同程度上掌握着公司的核心技术和商业机密,他们的超频繁流动势必会使公司的生存和发展出现严重震荡、面临巨大危机。据统计,在中国的外资跨国公司管理层级别的流动率超出了全球平均水平的25%,外企制造业中高级管理人才的职位空缺在中国与在其他国家的相比。由于对外企核心人才流失问题研究的相对不足,从而导致诸多外企HR对核心人才的真正需求方面存在认知不足,如70%的HR认为薪酬福利是导致离职的最关键要素,但事实上仅15%的离职人员这样认为。因此,本文对了解在华外资制造企业核心人才真正的关键需求,真正实现其核心人才流失问题的有效控制具有重要理论与现实意义。本文以美资在华独资企业——捷普电子广州有限公司(以下简称“捷普公司”)为例,定义生产线经理为捷普公司核心人才流失问题研究对象。本文阐述了国内外核心人才流失相关理论研究动态与实践发展现状,介绍了捷普公司乃至我国人才流失现状,深入剖析了核心人才流失对捷普公司产生的积极与消极影响,然后借助访谈和问卷调查找出导致生产线经理们离职的真正主要因素,从而探索有效应对策略与实施保障措施。希望随着应对策略的不断落实,捷普公司的生产线经理流失问题能得到有效控制。同时,希望本文研究对业内外外资企业的核心人才流失问题解决方案具有一定参考和借鉴意义。
[Abstract]:Talent flow is an inevitable phenomenon in the process of enterprise development. Core talent flow within a certain range is conducive to enterprise development and optimization of talent structure, but too low or too high mobility will affect the stability of enterprise development. Sustainability and achievement of strategic objectives The production line managers of manufacturing industry generally master the core technology and trade secrets of the company to some extent. Their super-frequent flow is bound to bring serious shock to the survival and development of the company and face a huge crisis. According to statistics, the turnover rate at the management level of foreign-funded multinationals in China exceeds the global average of 25%, and the vacancies of senior management personnel in foreign enterprises in manufacturing are compared with those in other countries. As a result of the relative lack of research on the core brain drain of foreign enterprises, there is a lack of awareness of the real demand for core talents in many foreign enterprises'HR. For example, 70% of HR believes that compensation and benefits are the most critical factors leading to turnover. But in fact, only 15% of departing staff think so. Therefore, this paper has important theoretical and practical significance to understand the real key demand of the core talents of foreign-funded manufacturing enterprises in China, and to realize the effective control of the core brain drain. Taking Jepp Electronics Guangzhou Co., Ltd. as an example, this paper defines the production line manager as the research object of the core brain drain problem of Jepp Corporation, a wholly-owned US-funded enterprise in China, which is called Jepp Electronics Guangzhou Co., Ltd. (Jepp). This paper expounds the current situation of theoretical research and practical development of core brain drain at home and abroad, introduces the current situation of brain drain in Jepp Company and even in China, and deeply analyzes the positive and negative influence of core brain drain on Jepp Company. Then with the help of interviews and questionnaires, the real main factors leading to the turnover of production line managers are found out, so as to explore the effective coping strategies and the implementation of safeguard measures. Hope that with the implementation of the strategy, Jepp production line manager loss can be effectively controlled. At the same time, it is hoped that this study can be used for reference and reference to solve the core brain drain problem of foreign-funded enterprises both inside and outside the industry.
【学位授予单位】：湖南大学
【学位级别】：硕士
【学位授予年份】：2014
【分类号】：F272.92;F416.63

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