SA机场技术服务型人才流失应对措施研究
发布时间：2019-04-11 08:28
【摘要】：踏入21世纪,随着全球经济一体化进程和改革开放的不断深入人心,人力资源在促进和推动社会和经济发展的过程中地位越来越突出,其不仅是一个企业的珍贵资源,甚至超出企业层面上升为一个国家长远发展的宝贵战略资源。在这样一个瞬息万变的时代,人力资源逐渐成为衡量国家综合国力和国际竞争力的标尺。另外,不但企业的市场竞争力与企业自身的人资管理体系息息相关,企业的可持续发展力以及发展前景同样离不开企业的人资管理体系。长期以来,民用机场企业重点关注机场高级管理人才,如类似机场机务工程师等高级专业技术人才的管理,对民用机场行业特定的技术服务型人才关注甚少,导致SA机场技术服务型人才流失严重。 作为为民用航空器及运输旅客提供地面保障和服务的企业来说,技术服务型人才队伍是民用机场企业主营业务的中坚力量,不重视该类人才的队伍和人力资源管理体系的建设,就会造成技术服务型人才流失,导致员工工作积极性降低,机场整体服务水平下降,培训成本不断攀升等问题,都有可能造成影响民航安全的严重后果。因此本文针对所研究的问题,主要方法是通过针对深圳宝安机场人才流失的状况和影响,总结与归纳离职面谈结果和问卷调查数据,结合人力资源管理中的相关理论对SA机场技术服务型人才流失问题进行分析,最后根据人力资源管理模块对SA机场具体情况提出解决该问题的方法。 本文主体包括五大板块：1.绪论。主要介绍了本文的研究背景、研究目标、研究意义与研究内容等。2.相关理论及研究进展。主要从期望理论、需求层次理论、公平理论和双因素理论进行梳理,再综述机场技术服务型人才的培养模式及强化路径等。3.对SA机场技术服务型人才流失的现状、影响进行分析。4.对SA机场技术服务型人才流失的原因进行差异性分析,总结、归纳出关键原因。5.研究结论与政策建议。主要对SA机场技术服务型人才流失的现状分析结果、存在的问题和原因分析结果进行总结,并提出相关的对策与建议。
[Abstract]:Entering the 21st century, with the process of global economic integration and the continuous deepening of reform and opening-up, human resources are becoming more and more prominent in the process of promoting and promoting social and economic development, and it is not only a precious resource for an enterprise. Even beyond the enterprise level to rise to the long-term development of a country's valuable strategic resources. In such a rapidly changing era, human resources gradually become a measure of national comprehensive national strength and international competitiveness. In addition, not only the market competitiveness of the enterprise is closely related to its own human capital management system, but also the sustainable development ability and the development prospect of the enterprise are inseparable from the human capital management system of the enterprise. For a long time, civil airport enterprises have focused on the management of senior airport management personnel, such as senior professional and technical personnel such as airport locomotive engineers, and very little attention has been paid to specific technical service talents in the civil airport industry. Led to the SA airport technical service-oriented brain drain serious. As an enterprise providing ground support and service for civil aircraft and transport passengers, the technical service-oriented talent team is the backbone of the main business of civil airport enterprises, and does not attach great importance to the construction of the ranks and human resources management system of this kind of talent. It will result in the loss of technical service-oriented talents, the decrease of staff enthusiasm, the decline of airport service level, and the rising training costs, all of which may result in serious consequences affecting the safety of civil aviation. Therefore, in view of the problems studied, the main method is to summarize and summarize the results of exit interview and the data of questionnaire survey according to the situation and influence of brain drain at Baoan Airport in Shenzhen. Combined with the related theory of human resource management, this paper analyzes the problem of technical service-oriented brain drain in SA airport, and finally puts forward the method to solve the problem according to the specific situation of SA airport in the light of human resource management module. The main body of this paper includes five major plates: 1. Introduction This paper mainly introduces the research background, research objectives, research significance and research content of this paper. 2. Related theory and research progress. Mainly from the expectation theory, the demand level theory, the fair theory and the two-factor theory to carry on the carding, and then summarizes the airport technical service type talented person's training mode and the enhancement path and so on. 3. The current situation and impact of technical service brain drain in SA airport are analyzed. 4. This paper analyzes the difference of the reason of the technical service brain drain in SA airport, sums up and concludes the key reasons. 5. Research conclusions and policy recommendations. This paper summarizes the present situation, existing problems and causes of the brain drain in SA airport, and puts forward some countermeasures and suggestions.
【学位授予单位】：北京交通大学
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：F272.92;F562.6
本文编号：2456255
[Abstract]:Entering the 21st century, with the process of global economic integration and the continuous deepening of reform and opening-up, human resources are becoming more and more prominent in the process of promoting and promoting social and economic development, and it is not only a precious resource for an enterprise. Even beyond the enterprise level to rise to the long-term development of a country's valuable strategic resources. In such a rapidly changing era, human resources gradually become a measure of national comprehensive national strength and international competitiveness. In addition, not only the market competitiveness of the enterprise is closely related to its own human capital management system, but also the sustainable development ability and the development prospect of the enterprise are inseparable from the human capital management system of the enterprise. For a long time, civil airport enterprises have focused on the management of senior airport management personnel, such as senior professional and technical personnel such as airport locomotive engineers, and very little attention has been paid to specific technical service talents in the civil airport industry. Led to the SA airport technical service-oriented brain drain serious. As an enterprise providing ground support and service for civil aircraft and transport passengers, the technical service-oriented talent team is the backbone of the main business of civil airport enterprises, and does not attach great importance to the construction of the ranks and human resources management system of this kind of talent. It will result in the loss of technical service-oriented talents, the decrease of staff enthusiasm, the decline of airport service level, and the rising training costs, all of which may result in serious consequences affecting the safety of civil aviation. Therefore, in view of the problems studied, the main method is to summarize and summarize the results of exit interview and the data of questionnaire survey according to the situation and influence of brain drain at Baoan Airport in Shenzhen. Combined with the related theory of human resource management, this paper analyzes the problem of technical service-oriented brain drain in SA airport, and finally puts forward the method to solve the problem according to the specific situation of SA airport in the light of human resource management module. The main body of this paper includes five major plates: 1. Introduction This paper mainly introduces the research background, research objectives, research significance and research content of this paper. 2. Related theory and research progress. Mainly from the expectation theory, the demand level theory, the fair theory and the two-factor theory to carry on the carding, and then summarizes the airport technical service type talented person's training mode and the enhancement path and so on. 3. The current situation and impact of technical service brain drain in SA airport are analyzed. 4. This paper analyzes the difference of the reason of the technical service brain drain in SA airport, sums up and concludes the key reasons. 5. Research conclusions and policy recommendations. This paper summarizes the present situation, existing problems and causes of the brain drain in SA airport, and puts forward some countermeasures and suggestions.
【学位授予单位】：北京交通大学
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：F272.92;F562.6
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