SY人防工程开发公司人员流失管理案例研究

发布时间：2018-01-21 08:14

本文关键词： 人防工程人员流失薪酬福利职业生涯规划　出处：《大连理工大学》2015年硕士论文　论文类型：学位论文

【摘要】：员工适当的离职和补充对于企业的运营模式和管理模式的创新是很重要和有益的,但职员流动性的过度和失控,就会严重影响企业的效率和经济效益。员工的离职会使企业在经济上受到巨大创伤,这当然也包含重新招聘和培养人才所需的成本。有效的控制和管理员工离职问题,关系到员工个人职业生涯发展,也是关系到企业可否持续健康快速发展的关键问题。在和平时期,地下人防工程的战备作用并不突出,为了提高地下人防工程的使用效率,许多城市都将地下人防工程改建为招待所、餐厅、医院和影剧院等。专门从事地下人防工程投资开发建设的公司便如雨后春笋应运而生,市场竞争也越来越激烈。如何在激烈的竞争中脱颖而出,便成为各大人防工程开发公司不得不面临的艰巨工作,也可以说现代人防工程开发公司的竞争力主要表现在人力资源竞争上,然而人防工程开发公司人才储备严重不足,市场的扩大必然也增加了企业员工流动性。本文以SY人防工程开发公司人员流失的案例为切入点,采用个案研究法和文献研究法,通过四个人员流失的典型案例,发掘SY人防工程开发公司人员流失的原因,并提出对策建议。作者运用MBA课程中学到的人力资源管理、行为组织学、管理学等相关内容为充足的理论依据,通过SY人防工程开发公司实际案例的研究得到了数据支持,通过典型案例的研究,并从人才招聘、薪酬福利制度、企业文化建设及职业生涯规划四方面,提出行之有效的解决方案,使SY地下人防工程公司离职率有所降低,人员流失问题得到有效的改善,留住人才,确保公司高效运营。
[Abstract]:Proper turnover and replenishment of employees is very important and beneficial to the innovation of business model and management mode, but the staff mobility is excessive and out of control. It will seriously affect the efficiency and economic efficiency of the enterprise, and the departure of employees will greatly hurt the economy of the enterprise. This, of course, also includes the cost of re-recruiting and nurturing talent. Effective control and management of employee turnover is related to the individual career development of employees. It is also a key issue related to the sustainable, healthy and rapid development of enterprises. In peacetime, the operational preparedness of underground civil air defense works is not prominent, in order to improve the use efficiency of underground civil air defense projects. Many cities have transformed underground civil air defense projects into guest houses, restaurants, hospitals and theatres. Companies specializing in investment development and construction of underground civil air defense projects have sprung up at the historic moment. The market competition is becoming more and more fierce. How to stand out in the fierce competition has become the arduous work that the major civil air defense engineering development companies have to face. It can also be said that the competitiveness of the modern civil air defense engineering development company is mainly in the competition of human resources, but the talent reserve of the civil air defense engineering development company is seriously insufficient. The expansion of the market must also increase the mobility of employees. This paper takes the case of staff loss in sy civil air defense engineering development company as the starting point, using case study method and literature research method. Through four typical cases of personnel loss, this paper explores the reasons for the loss of personnel in sy civil air defense engineering development company, and puts forward countermeasures and suggestions. The author uses the human resource management and behavior organization of MBA course to learn. Management and other related content for sufficient theoretical basis, through sy civil air defense engineering development company actual case research data support, through the typical case study, and from talent recruitment, compensation and welfare system. In the four aspects of enterprise culture construction and career planning, effective solutions are put forward to reduce the turnover rate of sy underground civil air defense engineering company, to effectively improve the problem of personnel loss and to retain talents. Ensure efficient operation of the company.
【学位授予单位】：大连理工大学
【学位级别】：硕士
【学位授予年份】：2015
【分类号】：F426.92;F272.92

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