D公司高級船員離職問題研究
發(fā)布時間：2019-05-22 16:31
【摘要】：隨著經(jīng)濟(jì)全球化、貿(mào)易自由化的到來,尤其是中國加入WTO之后,中國航運(yùn)企業(yè)已經(jīng)全面參與全球競爭,應(yīng)對更為激烈的挑戰(zhàn)。而航運(yùn)企業(yè)競爭的焦點(diǎn)也隨著企業(yè)戰(zhàn)略性資源的轉(zhuǎn)移而轉(zhuǎn)移,即從資金、船舶、產(chǎn)品等物化資源的競爭轉(zhuǎn)化為人才——高級船員的競爭。近10年來,高級船員流失問題是中國航運(yùn)企業(yè)所面臨的一大現(xiàn)實問題,而相對工作環(huán)境艱苦、常年漂泊在海上的遠(yuǎn)洋高級船員的流失問題更是一直嚴(yán)重困擾著中國大多數(shù)航運(yùn)企業(yè)。由于高級船員的流失很有可能會刺激更大范圍的船員流失,這樣會產(chǎn)生惡性循環(huán),會給企業(yè)造成巨大的直接損失和間接損失,影響企業(yè)形象,也不利于企業(yè)的長期發(fā)展。因此研究遠(yuǎn)洋高級船員的狀況和需求勢在必行。了解遠(yuǎn)洋高級船員的心理和生理兩方面對企業(yè)環(huán)境因素的滿足感并做適應(yīng)性改變,會有助于降低高級船員的流失率。 隨著《中華人民共和國勞動法》、《中華人民共和國船員管理條例》和《中華人民共和國勞動合同法》等相關(guān)法律法規(guī)的相繼出臺,中國船員尤其是高級船員的就業(yè)觀念以及職業(yè)發(fā)展空間觀念發(fā)生了根本性變化,加之船員的薪資與陸地其他職業(yè)的薪資的差距逐漸縮小,已使很多高級船員“棄海登陸”,產(chǎn)生了大量的流失。而中國大多數(shù)航運(yùn)企業(yè)現(xiàn)行管理模式在企業(yè)文化、管理制度、薪酬與激勵等方面存在的一些問題,更使得這種情況雪上加霜。本文結(jié)合實例,對一家典型的國有大型航運(yùn)企業(yè)——D公司的高級船員的流失情況進(jìn)行了調(diào)查,梳理了高級船員流失的前因后果,最后提出了控制和減少高級船員流失的一系列行之有效的對策。
[Abstract]:With the advent of economic globalization and trade liberalization, especially after China's entry into WTO, Chinese shipping enterprises have fully participated in the global competition to meet the more fierce challenges. The focus of competition in shipping enterprises is also shifted with the transfer of strategic resources, that is, from the competition of materialized resources such as funds, ships, products and so on to the competition of talents and officers. In the past 10 years, the loss of officers has been a major practical problem faced by Chinese shipping enterprises, and the relative working environment is difficult. The loss of ocean-going officers who have been wandering at sea all the year round has been seriously perplexing most Chinese shipping enterprises. Because the loss of officers is likely to stimulate a wider range of crew loss, this will produce a vicious circle, which will cause huge direct and indirect losses to enterprises, affect the image of enterprises, and is not conducive to the long-term development of enterprises. Therefore, it is imperative to study the situation and needs of ocean-going officers. Understanding the psychological and physiological satisfaction of ocean-going officers to the environmental factors of the enterprise and making adaptive changes will help to reduce the wastage rate of officers. With the introduction of the Labor Law of the people's Republic of China, the regulations of the people's Republic of China on the Administration of crew members and the Labor contract Law of the people's Republic of China, The concept of employment and the concept of career development space of Chinese crew members, especially officers, have undergone fundamental changes. In addition, the gap between the salary of crew members and that of other occupations on land has gradually narrowed, which has made many officers "abandon the sea and land." There was a great deal of loss. However, some problems existing in the current management mode of most shipping enterprises in China in terms of corporate culture, management system, salary and incentive make this situation worse. Based on an example, this paper investigates the loss of officers from D Company, a typical large state-owned shipping enterprise, and combs the causes and consequences of the loss of officers. Finally, a series of effective countermeasures to control and reduce the loss of officers are put forward.
【學(xué)位授予單位】：大連海事大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2011
【分類號】：F272.92;F552.6
本文編號：2483066
[Abstract]:With the advent of economic globalization and trade liberalization, especially after China's entry into WTO, Chinese shipping enterprises have fully participated in the global competition to meet the more fierce challenges. The focus of competition in shipping enterprises is also shifted with the transfer of strategic resources, that is, from the competition of materialized resources such as funds, ships, products and so on to the competition of talents and officers. In the past 10 years, the loss of officers has been a major practical problem faced by Chinese shipping enterprises, and the relative working environment is difficult. The loss of ocean-going officers who have been wandering at sea all the year round has been seriously perplexing most Chinese shipping enterprises. Because the loss of officers is likely to stimulate a wider range of crew loss, this will produce a vicious circle, which will cause huge direct and indirect losses to enterprises, affect the image of enterprises, and is not conducive to the long-term development of enterprises. Therefore, it is imperative to study the situation and needs of ocean-going officers. Understanding the psychological and physiological satisfaction of ocean-going officers to the environmental factors of the enterprise and making adaptive changes will help to reduce the wastage rate of officers. With the introduction of the Labor Law of the people's Republic of China, the regulations of the people's Republic of China on the Administration of crew members and the Labor contract Law of the people's Republic of China, The concept of employment and the concept of career development space of Chinese crew members, especially officers, have undergone fundamental changes. In addition, the gap between the salary of crew members and that of other occupations on land has gradually narrowed, which has made many officers "abandon the sea and land." There was a great deal of loss. However, some problems existing in the current management mode of most shipping enterprises in China in terms of corporate culture, management system, salary and incentive make this situation worse. Based on an example, this paper investigates the loss of officers from D Company, a typical large state-owned shipping enterprise, and combs the causes and consequences of the loss of officers. Finally, a series of effective countermeasures to control and reduce the loss of officers are put forward.
【學(xué)位授予單位】：大連海事大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2011
【分類號】：F272.92;F552.6
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