F公司新生代员工离职问题研究

发布时间：2018-02-04 06:41

本文关键词： 新生代员工员工离职对策研究　出处：《安徽大学》2017年硕士论文　论文类型：学位论文

【摘要】：当前我国经济发展进入新常态,社会主义市场化竞争日益激烈。在当下的市场环境中,企业要想脱颖而出,不仅需要充足的资金,过硬的技术,优良的产品,优质的服务,低廉的价格等,还需要人力资源的竞争优势。在当前的职场中,80、90后的新生代员工占据了职场的重要位置,80、90后的新生代员工的数量也在逐渐攀升,同时这些新生代员工的离职问题已经成为企业的棘手问题。忽视新生代员工的离职而不采取必要的措施,必然会使企业的经营和利益受到损失,影响企业的发展。F公司是一家科技型企业,隶属通信行业,公司新生代员工离职情况较为严重,近几年离职新生代员工多达100人以上,离职率达30%以上,已经影响到公司的正常经营。通过对F公司新生代员工离职现状的实际研究,归纳总结出影响其离职的多方面因素,寻求解决办法,帮助公司管理者深入了解新生代员工的工作状态,根据实际情况调整人力资源策略,有效控制离职问题,这对保障公司经营稳定性,提高公司经营效率有重要的现实意义。基于以上考虑,本文以F公司为案例企业,基于需求层次理论、公平理论、职业生命周期理论、心理契约理论等基础理论。综合运用文献研究法、案例研究法,系统的分析了 F公司新生代员工离职的现状和原因,指出新生代员工高离职率不仅有损企业形象和声誉,更会大大降低企业的市场竞争力,动摇员工对企业的信心,还会增加人力资源成本。F公司新生代员工离职原因在于公司现行薪酬福利体系的激励性不足,员工在公司内的晋升机会和发展空间较小,公司文化的导向性和凝聚力不够明确,公司缺乏平等和谐的人际关系,公司员工整体素质不高。针对F公司新生代员工离职问题,本文提出了建立全面的人才发展体系,建立有效的激励机制,建立科学合理的薪酬福利体系,建立有效的人才约束机制等建议。本文共有五章。第一章是绪论,简要介绍了研究背景、研究目的与意义、国内外研究现状、研究思路与方法和可能的创新点。第二章是相关概念的界定及理论基础,主要介绍新生代员工离职的概念和影响因素,企业新生代员工离职治理的理论基础。第三章是F公司新生代员工离职现状及原因分析,阐述近五年F公司新生代员工离职现状,分析新生代员工离职造成的影响以及离职原因。第四章是F公司新生代员工离职的对策研究,主要是结合前文分析指出的问题和原因,结合F公司实际情况,针对性提出应对方案。第五章是研究结论与展望,主要是对本文的研究做一个总结性的陈述,同时对研究中存在的不足和今后的努力方向予以阐述。
[Abstract]:At present, the economic development of our country has entered the new normal, and the socialist market-oriented competition is becoming increasingly fierce. In the current market environment, enterprises not only need sufficient funds, excellent technology and excellent products to stand out. High quality service, low price and so on, also need the competitive advantage of human resources. In the current job market, the new generation of post-80s employees occupy an important position in the workplace. The number of the new generation of post-90s employees is also gradually rising, and the turnover of these new generation of employees has become a thorny problem in enterprises. Ignore the departure of the new generation of employees and do not take the necessary measures. Inevitably will cause the enterprise's management and the benefit to suffer the loss, affects the enterprise's development. F company is a science and technology enterprise, belongs to the communication profession, the company new generation staff leaves the employment situation to be more serious. In recent years, as many as 100 new generation staff have left, and the turnover rate has reached more than 30%, which has affected the normal operation of the company. Summing up the factors that affect the turnover of the company, looking for solutions to help managers understand the new generation of employees' work status, adjust the human resources strategy according to the actual situation, and effectively control the turnover problem. Based on the above considerations, this paper takes company F as a case, based on the theory of hierarchy of demand, fair theory. Career life cycle theory, psychological contract theory and other basic theories. Comprehensive use of literature research method, case study method, a systematic analysis of the new generation of F company employee turnover status and reasons. It is pointed out that the high turnover rate of the new generation of employees will not only damage the image and reputation of the enterprise, but also greatly reduce the market competitiveness of the enterprise and shake the confidence of the employees in the enterprise. It will also increase the cost of human resources. F company's new generation of staff turnover is due to the company's current salary and welfare system incentive is insufficient, employees in the company's promotion opportunities and development space is small. The orientation and cohesion of the company culture is not clear enough, the company lacks the equal and harmonious interpersonal relationship, the overall quality of the company staff is not high. This paper put forward the establishment of a comprehensive talent development system, the establishment of an effective incentive mechanism, the establishment of a scientific and reasonable compensation and welfare system, the establishment of an effective talent restraint mechanism and so on. There are five chapters in this paper. The first chapter is the introduction. This paper briefly introduces the research background, research purpose and significance, domestic and foreign research status, research ideas and methods and possible innovations. The second chapter is the definition of related concepts and theoretical basis. This paper mainly introduces the concept and influencing factors of the new generation staff turnover, the theoretical basis of the new generation employee turnover governance. Chapter three is the analysis of the status quo and reasons of the new generation staff turnover in F Company. This paper expounds the current situation of the turnover of the new generation of employees in company F in the past five years, analyzes the influence of the new generation of staff leaving and the reasons for the turnover. Chapter 4th is the research on the countermeasures of the turnover of the new generation of employees in the F Company. Mainly combined with the previous analysis of the problems and reasons, combined with the actual situation of F company, targeted solutions. Chapter 5th is the conclusions and prospects of the study, mainly for the study of this paper to make a summary statement. At the same time, the shortcomings of the study and the future direction of efforts are described.
【学位授予单位】：安徽大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92;F49

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