A公司知识型员工离职问题研究
发布时间：2019-06-21 09:41
【摘要】：现代社会知识经济快速发展,IT行业的迅猛发展导致人力资源市场竞争激烈,人员流动频繁。尤其是知识型员工,他们作为企业核心竞争力的承载者和资源,如果离开会给技术密集型的IT咨询企业造成巨大的损失。作为IT咨询行业中的一员,A公司也深刻意识到这一问题并期望能够摸索出有效地降低离职率方法。本文首先研究了学术界离职因素分析的相关理论,然后结合A公司的实际情况和历年的员工离职数据,分别从个体因素,组织因素、环境因素三个方面进行对比分析,发现相关理论和实际情况基本吻合,除了离职高发期的年龄阶段与理论不符,这也只是由于行业的特性造成的。研究显示,组织因素是影响员工离职的最大原因,百分之八十左右的员工离职都是由于对职业发展或者薪酬福利不满意;个人家庭的因素对于员工离职的影响也越来越大;环境因素的影响间接却又十分密切。最后,根据公司的数据分析情况从建立合理的选聘机制,调整薪酬福利政策,深化企业文化建设,完善员工离职流程,优化数据管理系统这5个方面提出了一些可操作性的对策。
[Abstract]:With the rapid development of knowledge economy in modern society and the rapid development of IT industry, the competition in human resources market is fierce and the movement of personnel is frequent. In particular, knowledge workers, as the bearers and resources of the core competitiveness of enterprises, if they leave will cause huge losses to technology-intensive IT consulting enterprises. As a member of the IT consulting industry, Company A is also acutely aware of the problem and expects to find ways to effectively reduce turnover. This paper first studies the relevant theories of turnover factor analysis in academic circles, and then combines the actual situation of A company and the turnover data of employees over the years, and makes a comparative analysis from three aspects: individual factors, organizational factors and environmental factors. It is found that the relevant theories are basically consistent with the actual situation, except that the age stage of the high turnover period is not consistent with the theory, which is only caused by the characteristics of the industry. The study shows that organizational factors are the biggest reason for employee turnover, about 80% of employee turnover is due to dissatisfaction with career development or salary and benefits, personal family factors have a greater and greater impact on employee turnover, and environmental factors have an indirect but very close impact on employee turnover. Finally, according to the data analysis of the company, this paper puts forward some operable countermeasures from five aspects: establishing a reasonable selection and employment mechanism, adjusting the salary and welfare policy, deepening the construction of enterprise culture, perfecting the turnover process of employees, and optimizing the data management system.
【学位授予单位】：首都经济贸易大学
【学位级别】：硕士
【学位授予年份】：2015
【分类号】：F272.92;F425
本文编号：2503978
[Abstract]:With the rapid development of knowledge economy in modern society and the rapid development of IT industry, the competition in human resources market is fierce and the movement of personnel is frequent. In particular, knowledge workers, as the bearers and resources of the core competitiveness of enterprises, if they leave will cause huge losses to technology-intensive IT consulting enterprises. As a member of the IT consulting industry, Company A is also acutely aware of the problem and expects to find ways to effectively reduce turnover. This paper first studies the relevant theories of turnover factor analysis in academic circles, and then combines the actual situation of A company and the turnover data of employees over the years, and makes a comparative analysis from three aspects: individual factors, organizational factors and environmental factors. It is found that the relevant theories are basically consistent with the actual situation, except that the age stage of the high turnover period is not consistent with the theory, which is only caused by the characteristics of the industry. The study shows that organizational factors are the biggest reason for employee turnover, about 80% of employee turnover is due to dissatisfaction with career development or salary and benefits, personal family factors have a greater and greater impact on employee turnover, and environmental factors have an indirect but very close impact on employee turnover. Finally, according to the data analysis of the company, this paper puts forward some operable countermeasures from five aspects: establishing a reasonable selection and employment mechanism, adjusting the salary and welfare policy, deepening the construction of enterprise culture, perfecting the turnover process of employees, and optimizing the data management system.
【学位授予单位】：首都经济贸易大学
【学位级别】：硕士
【学位授予年份】：2015
【分类号】：F272.92;F425
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