富士康集团离职问题诊断与对策研究

发布时间：2018-07-03 11:15

本文选题：富士康集团 + 员工离职　；参考：《兰州大学》2015年硕士论文

【摘要】：经过35年的改革开放,中国经济实现高速发展。当前,随着市场经济的不断发展以及经济全球化步伐的加快,企业之间的竞争也变得越发激烈。随之而来的人力资源流动性的不断增大,因员工离职给企业所造成的影响愈发显著。在当今社会,企业的人力资源管理已经无可争议地成为决定企业能否长远、健康发展的重要因素之一。通过有效的人力资源管理,能够充分发挥员工的能动性和创造性,一方面能够有效地提升企业的运营管理水平,另一方面也使得企业的人力成本大幅降低。本文以富士康集团为研究对象,首先,基于人力资源及离职研究相关理论为基础,着眼于企业实际,分别从环境、企业和员工三个层面,以富士康集团人力资源实际管理中存在的突出问题为着手点收集整理研究相关资料。其次,以与富士康集团员工进行面谈和填写调查问卷的方式,诊断出员工离职的主要原因；最后,通过对众多的离职原因进行分析后,找出集团员工离职关键因素,并基于员工离职关键因素有针对性的从企业管理角度,对员工离职进行对策研究；从员工角度来说,对策研究主要是在保障企业利益的基础上,最大限度的满足员工的个人需求,并针对不同阶段的员工特点分析出各个阶段的人力资源管理控制节点,并使所有控制点形成具有事前、事中、事后全面控制的管理体系,并附加相应的保障机制。本文最终目标就是要使人力资源得到最大限度的挖掘,对各个阶段的员工制定并执行相对应的对策,达到员工离职最小化。
[Abstract]:After 35 years of reform and opening up, China's economy has achieved rapid development. At present, with the development of market economy and the acceleration of economic globalization, the competition between enterprises becomes more and more fierce. With the increasing mobility of human resources, the impact of employee turnover on enterprises is becoming more and more significant. In today's society, the human resource management of enterprises has become one of the important factors to determine the long-term and healthy development of enterprises. Through effective human resource management, we can give full play to the initiative and creativity of employees. On the one hand, we can effectively improve the level of operation and management of enterprises, on the other hand, we can also reduce the human costs of enterprises. This paper takes Foxconn Group as the research object. First of all, based on the theory of human resources and turnover research, focusing on the actual situation of the enterprise, from the environment, enterprise and employees, respectively, Taking the outstanding problems existing in the actual management of human resources of Foxconn Group as the starting point, collecting and collating the relevant data. Secondly, by interviewing Foxconn employees and filling out questionnaires, we can diagnose the main reasons of staff leaving. Finally, after analyzing many reasons of leaving, we can find out the key factors of staff leaving. Based on the key factors of employee turnover from the perspective of enterprise management, the paper studies the countermeasures of employee turnover; from the perspective of staff, the countermeasure research is mainly based on the protection of the interests of the enterprise. To meet the personal needs of employees to the maximum extent, and analyze the control nodes of human resources management in different stages according to the characteristics of employees in different stages, and make all control points form a management system with comprehensive control before, during and after the event, And attach the corresponding safeguard mechanism. The ultimate goal of this paper is to maximize the human resources mining, to formulate and implement the corresponding countermeasures for the employees in each stage, and to minimize the turnover of employees.
【学位授予单位】：兰州大学
【学位级别】：硕士
【学位授予年份】：2015
【分类号】：F272.92;F426.6

【参考文献】