DH水电工程建设有限公司员工流失及预防对策研究
发布时间：2019-03-12 18:46
【摘要】：随着我国经济增长增速放缓,新一届政府提出了对我国社会经济发展模式进行结构性调整、让市场起决定性作用的改革理念,昭示着我国经济将以新模式进入新周期。随着我国社会经济步入了新常态,DH水电工程建设有限公司(文中简称“DH公司”)作为一家水利施工企业,在发展中也面临着各种各样的问题,而员工作为水利施工企业最核心的资源,企业间围绕员工开展的人才竞争也变得异常激烈,就使得对其流失原因与预防对策的研究的必要性和重要性也凸显出来。目前,水利施工行业不仅存在同行业企业间为快速扩大开展业务相互争夺员工,还有跨行业的企业对所需要的专业技术人员、管理人员进行不断搜索挖人,甚至还有国外企业为了更快开拓中国市场,开出高薪招聘从业经验丰富的员工,员工资源争夺局面纷繁复杂。如何改善员工满意度成为了预防员工流失研究的重要问题。本文从员工流失现象入手,分别结合对离职员工的存档资料和在职员工的满意度调查问卷的调查结果,从薪酬福利、教育培训、公司氛围、员工成长和发展以及绩效管理五个方面剖析员工流失原因,并从提升员工满意度的角度制定预防员工流失对策,最终减少员工流失情况发生。全文共分六部分进行论述。第一部分是绪论,主要论述文章的选题背景,研究现状,研究目的、研究内容和研究方法。第二部分为理论综述,主要包人力资源管理概念、员工流失概念及有关理论、员工流失预防及有关理论和员工满意度概念。第三部分是DH水电工程建设有限公司人员流失现状及其目前的预防措施,要涉及DH水电工程建设有限公司目前的整体情况、人力资源管理现状、员工流失现状及其影响、公司现行的员工流失预防措施等内容。第四部分是DH水电工程建设有限公司员工流失原因与在职员工满意度调查。第五部分是DH水电工程建设有限公司员工流失预防的对策建议,具体包含五方面建议:推进薪酬福利改革,重视员工切身利益;完善公司培训体系,加强相关制度落实;营造良好的公司氛围,沉淀优秀企业文化;加强岗位轮动,提供发展空间;改进绩效管理制度,不断探索激励措施。第六部分是论文的结论和展望。希望通过本文的研究成果,能对DH水电工程建设有限公司在员工流失与预防方面提供一点启示和帮助。
[Abstract]:With the economic growth of our country slowing down, the new government has put forward the idea of structural adjustment to the social and economic development mode of our country, which makes the market play a decisive role, which indicates that the economy of our country will enter the new cycle with the new model. As China's social economy has entered the new normal, as a water conservancy construction enterprise, DH Hydropower Engineering Construction Co., Ltd ("DH Company") is also facing a variety of problems in its development. As the core resource of water conservancy construction enterprises, the competition among enterprises for talents has become extremely fierce, so the necessity and importance of the research on the reasons of its loss and the prevention countermeasures are also highlighted. At present, the water conservancy construction industry is not only competing for employees among enterprises in the same industry for the rapid expansion of their business, but also for cross-industry enterprises to continuously search for and dig people for the required professional and technical personnel and managers. There are even foreign companies in order to open up the Chinese market faster, high-paid recruitment of experienced employees, the situation of staff resources competition is complicated. How to improve employee satisfaction has become an important issue in the research of preventing employee turnover. This article starts with the phenomenon of employee turnover, combining the results of the archived data of the former employees and the satisfaction questionnaire of the on-the-job employees, from the salary and benefits, the education and training, the company atmosphere, and so on. The reasons of employee turnover are analyzed from five aspects of staff growth and development and performance management, and the countermeasures to prevent employee turnover are worked out from the perspective of improving employee satisfaction, so as to reduce the occurrence of employee wastage in the end. The paper is divided into six parts. The first part is the introduction, mainly discusses the selected topic background, research status, research purpose, research content and research methods. The second part is a theoretical review, including the concept of human resources management, the concept of employee turnover and related theories, the prevention of employee turnover and related theories and the concept of employee satisfaction. The third part is about the current situation of staff loss and its prevention measures in DH Hydropower Construction Co., Ltd., which involves the overall situation of DH Hydropower Engineering Construction Co., Ltd., the current situation of human resources management, the current situation of staff drain and its impact. The company's current staff loss prevention measures and other content. The fourth part is the DH hydropower construction co., ltd. employee turnover reasons and on-the-job employee satisfaction survey. The fifth part is the countermeasures and suggestions of staff loss prevention in DH Hydropower Construction Co., Ltd., including five suggestions: to promote the reform of salary and welfare, to pay attention to the vital interests of employees, to improve the training system of the company, to strengthen the implementation of the relevant system; Create a good company atmosphere, precipitate excellent corporate culture, strengthen job rotation, provide space for development, improve the performance management system, constantly explore incentives. The sixth part is the conclusion and prospect of the paper. It is hoped that the research results of this paper can provide some enlightenment and help to DH Hydropower Engineering Co., Ltd in the aspects of staff loss and prevention.
【学位授予单位】：兰州交通大学
【学位级别】：硕士
【学位授予年份】：2015
【分类号】：F272.92;F426.61;F426.91
[Abstract]:With the economic growth of our country slowing down, the new government has put forward the idea of structural adjustment to the social and economic development mode of our country, which makes the market play a decisive role, which indicates that the economy of our country will enter the new cycle with the new model. As China's social economy has entered the new normal, as a water conservancy construction enterprise, DH Hydropower Engineering Construction Co., Ltd ("DH Company") is also facing a variety of problems in its development. As the core resource of water conservancy construction enterprises, the competition among enterprises for talents has become extremely fierce, so the necessity and importance of the research on the reasons of its loss and the prevention countermeasures are also highlighted. At present, the water conservancy construction industry is not only competing for employees among enterprises in the same industry for the rapid expansion of their business, but also for cross-industry enterprises to continuously search for and dig people for the required professional and technical personnel and managers. There are even foreign companies in order to open up the Chinese market faster, high-paid recruitment of experienced employees, the situation of staff resources competition is complicated. How to improve employee satisfaction has become an important issue in the research of preventing employee turnover. This article starts with the phenomenon of employee turnover, combining the results of the archived data of the former employees and the satisfaction questionnaire of the on-the-job employees, from the salary and benefits, the education and training, the company atmosphere, and so on. The reasons of employee turnover are analyzed from five aspects of staff growth and development and performance management, and the countermeasures to prevent employee turnover are worked out from the perspective of improving employee satisfaction, so as to reduce the occurrence of employee wastage in the end. The paper is divided into six parts. The first part is the introduction, mainly discusses the selected topic background, research status, research purpose, research content and research methods. The second part is a theoretical review, including the concept of human resources management, the concept of employee turnover and related theories, the prevention of employee turnover and related theories and the concept of employee satisfaction. The third part is about the current situation of staff loss and its prevention measures in DH Hydropower Construction Co., Ltd., which involves the overall situation of DH Hydropower Engineering Construction Co., Ltd., the current situation of human resources management, the current situation of staff drain and its impact. The company's current staff loss prevention measures and other content. The fourth part is the DH hydropower construction co., ltd. employee turnover reasons and on-the-job employee satisfaction survey. The fifth part is the countermeasures and suggestions of staff loss prevention in DH Hydropower Construction Co., Ltd., including five suggestions: to promote the reform of salary and welfare, to pay attention to the vital interests of employees, to improve the training system of the company, to strengthen the implementation of the relevant system; Create a good company atmosphere, precipitate excellent corporate culture, strengthen job rotation, provide space for development, improve the performance management system, constantly explore incentives. The sixth part is the conclusion and prospect of the paper. It is hoped that the research results of this paper can provide some enlightenment and help to DH Hydropower Engineering Co., Ltd in the aspects of staff loss and prevention.
【学位授予单位】：兰州交通大学
【学位级别】：硕士
【学位授予年份】：2015
【分类号】：F272.92;F426.61;F426.91
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