M航空公司乘务员流失问题分析及对策研究

发布时间：2018-05-23 06:53

本文选题：M航空公司 + 客舱乘务员　；参考：《西南财经大学》2013年硕士论文

【摘要】：随着中国民航事业的飞速发展,航空公司对客舱乘务员的需求量越来越大。然而,客舱乘务员的流失已经成为航空公司人力资源管理中的普遍现象。怎样使客舱乘务员的流失率控制在一个合理的范围内,是航空公司管理者面临的一个严峻挑战。本文以M航空公司为研究对象,从不同的角度对该公司客舱乘务员的流失原因进行了较为详细的分析。从环境的角度分析,经济和信息技术的发展、经济全球化、就业观念的转变等都是造成客舱乘务员流失的原因；从组织的角度分析,人事派遣的用工制度、单一的职业发展通道、不合理的薪酬福利、巨大的工作压力、公司不够重视等也是造成客舱乘务员流失的原因；从客舱乘务员自身的角度分析,则有过高的期望值、自身素质及兴趣与岗位不匹配、欠佳的心理健康状况、工作与生活不能兼顾等因素。本文指出,客舱乘务员的流失会给航空公司带来一系列的影响,包括正面影响和负面影响。航空公司对客舱乘务员进行人力资源管理的目标并不是使流失率为零,而是使其流失率控制在一个合理的范围内,留住优秀员工淘汰不合格的员工,从而提高企业的竞争力。本文着重从M航空公司的角度对如何减少客舱乘务员的流失进行了对策研究。本文认为M航空公司解决客舱乘务员流失的对策主要有：畅通劳动关系转换渠道、合理进行人力资源规划与招聘、绘制全面的学习地图、科学制定人性化的工作排班、努力建设以人为本的企业文化、构建公平合理的激励机制等。目前我国对客舱乘务员流失现象进行研究的文献还不多,笔者希望通过对M航空公司的研究分析,能够给国内的民用航空企业在控制客舱乘务员流失率方面带来一点启示和帮助,使客舱乘务员与航空公司的利益和目标相匹配,实现双方的共同发展。
[Abstract]:With the rapid development of China's civil aviation industry, airlines are in increasing demand for cabin attendants. However, the loss of cabin crew has become a common phenomenon in airline human resources management. How to control the loss rate of cabin crew within a reasonable range is a serious challenge to airline managers. In this paper, M Airlines is taken as the research object, and the reasons for the loss of cabin crew of M Airlines are analyzed in detail from different angles. From the point of view of environment, the development of economy and information technology, the globalization of economy and the change of employment concept are all the reasons for the loss of cabin attendants. A single career development channel, unreasonable salary and benefits, enormous work pressure, insufficient attention from the company and so on are also the reasons for the loss of cabin attendants. From the perspective of the cabin attendants themselves, there are too high expectations. Their own quality and interest do not match with the post, poor mental health, work and life can not be taken into account. This paper points out that the loss of cabin crew will have a series of effects on airlines, both positive and negative. The goal of human resource management for cabin flight attendants is not to make the wastage rate zero, but to control the wastage rate within a reasonable range, to retain the excellent staff and eliminate the unqualified employees, thus to improve the competitiveness of the enterprise. This paper focuses on how to reduce the loss of cabin crew from M Airlines. This paper holds that the countermeasures of M Airlines to solve the loss of cabin flight attendants are: unblocked labor relations conversion channels, reasonable planning and recruitment of human resources, drawing comprehensive study maps, scientifically establishing humanized work schedules, Strive to build a people-oriented corporate culture, and build a fair and reasonable incentive mechanism. At present, there is not much literature on the loss of cabin crew in our country. The author hopes to study and analyze M Airlines. It can bring some enlightenment and help to the domestic civil aviation enterprises in controlling the loss rate of cabin flight attendants, so as to match the interests and objectives of the cabin flight attendants and airlines, and realize the common development of both sides.
【学位授予单位】：西南财经大学
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：F562.6;F272.92

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