减少F公司人员流失率的策略研究

发布时间：2018-02-09 02:26

本文关键词： 企业人员流失应对策略　出处：《广西大学》2017年硕士论文　论文类型：学位论文

【摘要】：近年来,企业人才流失现象越来越严重,特别是民营企业的人才流失表现得尤为突出。由于企业人才流失严重导致其出现人才慌,使公司的一些订单无法完成,一些项目被迫中断,既定的战略目标中途夭折,严重的甚至影响其日常运营。当前,企业人才流失问题成了大部分民营企业在经营过程中所面临的挑战之一。F公司是一家中型民营制造型企业,在其日益发展的过程中人员流失非常严重,同样因人员流失问题,使其发展受到了诸多的限制。因此,F公司急需要一套完善的,有针对性,行之有效的策略来解决其人员流失问题,从而去实现其既定的战略目标。本文从F公司因人员流失非常严重之现象为出发点,通过实地调查、相关数据统计、人员走访和面谈、相关文件的查阅等找出其人员流失产生的原因及其影响。然后通过已有的文献进行归纳总结,基于F公司当前的实际情况,采用了多种研究方法相结合的模式去构建减少F公司人员流失率的策略,总共5项应对策略即建立略高于同行业水平的薪酬福利、完善内部相关管理制度、实施员工持股计划、留住骨干员工及建立人才梯队。这5项策略共包涵二方面的内容:一方面是采取有效可行的方法留住员工,它主要针对F公司人力资源管理中存在不规范、缺少前瞻性和吸引力等而采取的应对方法;另一方面是对人员流失后面临的问题而采取的应对对策即建立人才梯队,它主要针对如何快速解决人才流失后及时补充的问题,以便将人才流失的损失减少到最低,因为市场经济条件下人才是自由流动的。这些策略对F公司的人力资源部来说,简单有效、操作性强、实施方便,如果真正实施起来,坚信它可以帮助F公司减少人员流失问题,且对其他企业也有借鉴意义。
[Abstract]:In recent years, the phenomenon of enterprise brain drain has become more and more serious, especially in the private enterprises. Some of the projects were interrupted, and the established strategic goals were aborted, seriously affecting even their daily operations. The problem of enterprise brain drain has become one of the challenges that most private enterprises face in the course of operation. F Company is a medium-sized private manufacturing enterprise. In the process of its growing development, the brain drain is very serious, and also due to the problem of staff loss. Therefore, the company urgently needs a set of perfect, targeted and effective strategies to solve its personnel loss problem. In order to achieve its established strategic objective. This paper starts from the very serious phenomenon of staff loss in Company F. through field investigation, relevant data statistics, personnel visits and interviews, Look up the relevant documents to find out the causes of its staff loss and its impact. Then through the existing literature to sum up, based on the actual situation of company F, This paper adopts a combination of various research methods to construct a strategy to reduce the staff turnover rate in company F. five coping strategies are set up, that is, establishing salary and welfare slightly higher than the same industry level, perfecting the internal related management system, and implementing the employee stock ownership plan. These five strategies cover two aspects: on the one hand, to adopt effective and feasible methods to retain staff, which is mainly aimed at the non-standard human resource management in F Company. The lack of foresight and attractiveness, etc., and on the other hand, the countermeasures taken to deal with the problems after the brain drain, that is, the establishment of a talent echelon, which is mainly aimed at how to quickly solve the problem of timely replenishment after the brain drain. In order to minimize the loss of the brain drain, because under the conditions of market economy, the talents are free to flow. These strategies are simple, effective, operational and convenient for the human resources department of Company F. if they are really implemented, It is believed that it can help company F to reduce the problem of staff loss, and other enterprises also have reference.
【学位授予单位】：广西大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92;F426.6

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