天津人力社保局咨询中心咨询员满意度实证分析

发布时间：2018-04-27 00:22

本文选题：人力社保局咨询中心 + 咨询员满意度　；参考：《天津财经大学》2016年硕士论文

【摘要】：21世纪是高速发展经济的时代,人力资源的发展越来越重要,越来越受到各个组织的关注。不仅仅是在企业,在机关事业单位的管理层中也越来越重视人力资源管理,而且事业单位的人力资源,尤其是非盈利性质的服务型事业单位的人力资源更有特殊的地方,这是根据其致力于社会公益事业的特殊性决定的。事业单位目的不在于盈利,而是服务于社会大众,因此,其员工必须具有比普通企业的员工更高的道德品质和政治信仰,所以对于事业单位的工作人员会有更高要求,他们要保证工作严谨,态度端正,并且一直保持着一颗为老百姓服务的心,并且应该兼备较高的文化水平,领悟能力,思想品德和法律意识等。本研究旨在了解人力社保局咨询服务中心咨询员对于工作的目前现状是否满意,满意的程度高低,并讨论在不同的学历,不同的司龄和不同的性别背景下的咨询员对工作的满意度有没有不一样的地方。通过进行问卷的方式进行调查,对咨询服务中心咨询员了解情况,分析通过问卷调查和访谈得来的数据,以此得出结论,判断咨询中心咨询员对于工作现状是否满意,满意的程度是什么。进而研究在不同学历,不同司龄和不同性别下分类的群体当中,咨询员对工作的满意情况有没有明显的不同。使用统计软件SPSS13.0把搜集到的数据进行分析整理并归纳,通过对主成分分析法的运用,并对提取出的主成分(因子)进行方差最大正交旋转,将咨询中心咨询员的满意度问卷的19个变量浓缩成9个因子再进行进一步分析。得出咨询员员工满意度的总体满意程度相对一般并且呈现出不平衡性:这里面软硬件支持(3.7143)、沟通合作(3.4167)、参与管理(3.1012)三项满意得分最高。;内在满足(2.4603)、职业发展(2.1310)、管理者能力(2.8810)、员工培训(2.9524)、福利待遇(2.1310)五项得分都不是很高;绩效薪酬(1.8571)这项的得分为最低,处于分布状况的的最下层。研究的数据表明,咨询中心咨询员的满意度在不同的性别、不同的学历、不同工的作时间(司龄)的员工对现有工作的满意程度有着明显的不同之处。最后,因为影响员工满意度的因素有很多种,而且影响的程度有高有低,那么在提出修改建议的时候就应该是有针对性的。第一,优化管理体系,加强精神激励的效果。设置互相沟通的平台,使咨询员积极参与中心的管理管理工作;重视情感方面的维护,增强咨询员对中心的归属感。第二,建立完整的培训体系,提供良好的职业发展环境。第三,培训员工对于薪酬有新的认知,更宽更广的界定薪酬概念,不局限于到手的工资,根据社会经济发展和物价水平适时调整咨询中心薪酬标准;充分利用咨询中心各种资源,提高咨询员对福利待遇的满意程度。第四,考核要全面,公开,公平,透明。从这几方面着手,实行改善方案,提高咨询员的工作满意程度。
[Abstract]:The 21st century is the era of rapid economic development, the development of human resources is becoming more and more important, more and more concerned by various organizations. Not only in enterprises, but also in the management of organs and institutions, they pay more and more attention to human resources management, and the human resources of institutions, especially those of service institutions of a non-profit nature, have a special place. This is based on its commitment to the social welfare of the particularity of the decision. The purpose of a public institution is not to make a profit, but to serve the general public. Therefore, its employees must have a higher moral quality and political belief than those in ordinary enterprises, so they will have higher demands on the staff of the institution. They should ensure rigorous work, correct attitude, and always keep a heart of serving the common people, and should also have a higher level of culture, understanding, morality and legal consciousness, and so on. The purpose of this study was to find out whether the consultant of the advisory service center of the Human Social Security Bureau was satisfied with the present situation of the job and the degree of satisfaction, and to discuss the different academic qualifications. Are there any differences in job satisfaction among counsellors at different ages and gender backgrounds. Through the way of questionnaire investigation, the consultant of the advisory service center understand the situation, analyze the data obtained through the questionnaire survey and interview, and then draw a conclusion, judge whether the consultant of the consulting center is satisfied with the status quo of the work. What is the degree of satisfaction? Furthermore, there were significant differences in job satisfaction among groups with different educational background, age and gender. The collected data are analyzed and summarized by the statistical software SPSS13.0, and the extracted principal components (factors) are rotated quadrature with maximum variance through the application of principal component analysis. The 19 variables of counseling center consultant satisfaction questionnaire were condensed into 9 factors for further analysis. The results show that the overall satisfaction degree of consultant staff is relatively general and presents an imbalance: the software and hardware support 3.7143, the communication and cooperation 3.4167, the participation in management 3.1012) the highest scores.; Internal satisfaction 2.4603, career development 2.1310, management. The five points of management ability 2.8810, employee training 2.9524, welfare treatment 2.1310) are not very high; Performance pay 1.8571) this score is the lowest, at the bottom of the distribution. According to the data of the study, the satisfaction degree of the consultant in the consulting center is obviously different between different genders, different degrees of education, and the degree of satisfaction with the existing job among the employees with different working hours (company age). Finally, because there are many factors that affect employee satisfaction, and the degree of impact is high and low, then the proposed amendments should be targeted. First, optimize the management system and strengthen the effect of spiritual motivation. To set up a platform for mutual communication, to make consultants actively participate in the management and management of the center, to attach importance to the maintenance of emotion, and to enhance the consultants' sense of belonging to the center. Second, establish a complete training system to provide a good environment for career development. Third, training staff to have a new understanding of compensation, a broader definition of the concept of compensation, not limited to the hand of wages, according to social and economic development and price level timely adjustment of compensation standards; Make full use of all kinds of resources in the consultation center to improve the satisfaction of the consultants with the benefits and benefits. Fourth, the assessment should be comprehensive, open, fair and transparent. From these aspects, the implementation of improvement programs to improve the job satisfaction of consultants.
【学位授予单位】：天津财经大学
【学位级别】：硕士
【学位授予年份】：2016
【分类号】：D630.3

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