M航空公司运行专业技术人才流失现状及治理对策研究

发布时间：2018-03-30 20:19

本文选题：运行　切入点：人才流失　出处：《西北大学》2012年硕士论文

【摘要】：随着国内各类航空运输企业的不断兴起以及企业之间竞争的加剧,我国民航企业员工的流动频率也随之加快,机务、运行、销售等专业技术岗位人才的流失和稳定性问题也逐渐凸显,开始被航空企业高度重视。分析企业专业技术人才流失的特点及原因,探讨解决方案,对于航空企业稳定人才队伍,安全生产,提高竞争力有重大的现实意义。本文以M航空公司具有典型专业特点的运行技术部门为主要研究对象,采用定量分析和定性分析相结合的研究方法,在总结M航空公司人才流失的特点,分析人才流失产生的影响的基础上,深入剖析运行技术部门专业技术人才流失的根本原因,提出解决对策和实施方案。调查过程主要运用调查统计方法,参考明尼苏达满意度量表(MSQ),从内在满意度、外在满意度和一般满意度的三个维度设计了一套调查问卷,并发放100份进行统计调查。问卷中包括六大主要因素,分别为“薪资待遇”、“发展机会”、“工作环境”、“学习培训”、“人际关系”、“企业文化”。调查问卷显示,岗位设置不合理、薪酬不均衡和晋升通道不畅所致是人才流失的主要原因所在。在解决途径方面,则重点从岗位晋升、薪酬激励、绩效考评(3P)三方面提出了专项治理人才流失的方案框架,最终达到专业技术人才保留的目的。本文首先对企业优化人力资源管理、稳定运行专业技术人才队伍有实际意义。其次能够为M航空公司的其他专业技术人力资源的管理模式提供借鉴与参考,改善人才保留难的紧张局面。再次,有利于缓解现有航空公司人力资源管理压力,稳定职工队伍,为根本地解决当前紧缺型、关键型人才流失问题提供有益的探索。最后,能为进一步完善民航业专业技术关键人才流动的架构体系,改善现有的人才管理机制,提高系统的运营效率,提供一定的借鉴。
[Abstract]:With the continuous rise of domestic air transport enterprises and the intensification of competition among enterprises, the frequency of employee mobility in civil aviation enterprises in our country has also been accelerated.Sales and other professional technical post loss and stability issues are also gradually highlighted, began to be highly valued by aviation enterprises.It is of great practical significance to analyze the characteristics and causes of the loss of professional and technical talents in the enterprises and to explore the solutions for stabilizing the talents team safety in production and improving the competitiveness of aviation enterprises.In this paper, the operating technology department of M Airlines with typical professional characteristics is taken as the main research object, and the characteristics of talent loss in M Airlines are summarized by combining quantitative analysis and qualitative analysis.Based on the analysis of the influence of the brain drain, this paper deeply analyzes the root causes of the loss of professional and technical talents in the operational technical department, and puts forward some countermeasures and implementation plans.According to the Minnesota satisfaction scale (MSQA), a set of questionnaires was designed from the three dimensions of internal satisfaction, external satisfaction and general satisfaction, and 100 questionnaires were distributed.Six main factors were included in the questionnaire, namely salary, development opportunity, work environment, study and training, interpersonal relationship and corporate culture.The questionnaire shows that the main reasons of the brain drain are the unreasonable post setting, the unbalanced salary and the poor promotion channel.In the aspect of solving the problem, the author puts forward the scheme frame of managing the brain drain from three aspects of post promotion, salary incentive and performance appraisal, and finally achieves the goal of retaining professional and technical talents.Firstly, this paper has practical significance for the enterprise to optimize the human resource management and to run the contingent of professional and technical talents stably.Secondly, it can provide reference and reference for the management mode of other professional technical human resources of M Airlines, and improve the tense situation of talent retention.Thirdly, it is helpful to alleviate the pressure of human resource management of existing airlines, stabilize the staff and workers, and provide a useful exploration for solving the problem of shortage and the loss of key talents.Finally, it can further improve the framework system of the flow of key talents in civil aviation industry, improve the existing talent management mechanism, improve the operational efficiency of the system, and provide a certain reference.
【学位授予单位】：西北大学
【学位级别】：硕士
【学位授予年份】：2012
【分类号】：F272.92;F562.6

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