A公司人员流失问题研究

发布时间：2018-06-02 21:50

本文选题：A公司 + 人力资源　；参考：《内蒙古大学》2017年硕士论文

【摘要】：随着社会的发展和科技的进步,全世界经济信息一体化的建立,人才的竞争在企业之间的竞争中越发显现出来,企业之间的竞争归根到底是人员之间的竞争,因为人才是企业各项资源中最为重要和难得的资源,人才具有主观能动性,他能随着企业经营内外部环境的变化做出应对,能使企业适应各种经济环境。但是A公司地处中西部偏远地区,属于劳动密集型企业,行业准入门槛低,人员流失严重,且企业人员结构不合理,无法吸引和留住优秀人才。目前,A公司正被人员大量流失而困扰,甚至已经影响到公司的生存。对此,本文从企业人力资源管理的角度出发,剖析了企业人员严重流失带来的种种问题,同时说明了防控企业人员流失的积极作用。梳理和总结了国内外研究学者的重要论述和观点。然后提列归纳出企业人员流失的理论和普遍性规律,为进一步研究A公司的人员流失问题奠定理论基础。本文将A公司全体在职员工作为研究对象,通过访谈法、文献研究、问卷调查等研究方式对A公司的人力资源进行全面分析,找出人员流失的普遍因素,发现A公司存在诸多问题导致人员流失严重,如企业薪酬制度不够完善,缺乏人员培训,职业晋升通道受阻,企业文化较弱等问题,针对A公司人员大量流失现状,结合发现的导致人员流失的问题,本文建议A公司从健全薪酬体系、完善培训机制、重塑企业文化、畅通职务晋升渠道等方面着手,避免A公司人员严重流失的问题,并且建章立制,提高A公司人事部门的能力水平和现代化。同时,能够为有类似经历的企业提供一些可借鉴的方式方法。
[Abstract]:With the development of society and the progress of science and technology, with the establishment of the integration of economic information in the world, the competition of talents becomes more and more obvious in the competition among enterprises. The competition among enterprises is, in the final analysis, the competition among personnel. Because talent is the most important and rare resource among all kinds of resources of an enterprise, the talented person has subjective initiative, he can make the response with the change of the internal and external environment of the enterprise management, can make the enterprise adapt to all kinds of economic environment. But company A is located in the remote areas of the central and western regions, belongs to the labor-intensive enterprises, the industry entry threshold is low, the personnel loss is serious, and the enterprise personnel structure is unreasonable, cannot attract and retain the outstanding talented person. At present, the company is suffering from a large number of personnel loss, even affecting the survival of the company. In this paper, from the point of view of enterprise human resource management, this paper analyzes the various problems caused by the serious loss of enterprise personnel, and explains the positive role of preventing and controlling the loss of enterprise personnel. Combing and summing up the important exposition and viewpoint of domestic and foreign research scholars. Then, the theory and the general law of the loss of personnel are summarized, which lays a theoretical foundation for the further study of the problem of the loss of personnel in Company A. This paper takes all the employees of Company A as the research object, through interview, literature research, questionnaire survey and other research methods to analyze the human resources of A Company, find out the common factors of staff loss. It is found that there are many problems in company A that lead to serious staff loss, such as inadequate salary system, lack of personnel training, blocked career promotion channel, weak corporate culture and so on. Combined with the problems that lead to the loss of personnel, this paper suggests that Company A should improve the compensation system, perfect the training mechanism, reshape the corporate culture, and unblock the channels of promotion, so as to avoid the problem of serious staff loss in Company A. And the establishment of regulations to improve the capacity of the personnel department of company A and modernization. At the same time, it can provide some ways and means for enterprises with similar experience.
【学位授予单位】：内蒙古大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92;F324

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