【摘要】：人才是企業(yè)競(jìng)爭(zhēng)力的關(guān)鍵,如今在市場(chǎng)競(jìng)爭(zhēng)體制中,越來(lái)越多企業(yè)認(rèn)識(shí)到這點(diǎn)。搶人才就是搶技術(shù),留人才就是促發(fā)展。員工的根本需求得到滿足得到滿足、職業(yè)發(fā)展得到保障,對(duì)工作情緒和態(tài)度也會(huì)產(chǎn)生積極作用,強(qiáng)大的工作動(dòng)力將有助于企業(yè)績(jī)效的提升以及公司戰(zhàn)略的達(dá)成。多年實(shí)踐證明,企業(yè)員工滿意度與企業(yè)業(yè)績(jī)正相關(guān)。企業(yè)引入員工滿意度測(cè)評(píng)機(jī)制,可以幫助企業(yè)找出員工日常工作中的各種心理和行為的根源,也可以檢測(cè)出企業(yè)管理中存在的問(wèn)題,并可通過(guò)測(cè)評(píng)結(jié)果對(duì)其加以改進(jìn)。員工滿意度測(cè)評(píng)機(jī)制就像是預(yù)防針,定期的測(cè)試將有助于企業(yè)預(yù)判人才流動(dòng)的動(dòng)向。S證券有限公司擁有大量的金融專業(yè)人才,他們具有年紀(jì)輕、學(xué)歷高、流動(dòng)率大的特點(diǎn),既是資本市場(chǎng)繁榮發(fā)展的中堅(jiān)力量,又是S證券有限公司發(fā)展的主要競(jìng)爭(zhēng)力。為了穩(wěn)定高端人才隊(duì)伍,避免專業(yè)人才的流失,本文以S證券有限公司作為研究背景,運(yùn)用文獻(xiàn)研究法、問(wèn)卷調(diào)查法了解S證券有限公司實(shí)際情況,結(jié)合問(wèn)卷調(diào)查結(jié)果對(duì)部分員工代表進(jìn)行深入的訪談,并使用SPSS軟件以及因子分析法對(duì)問(wèn)卷調(diào)查結(jié)果進(jìn)行深入的分析,分析出S證券有限公司員工崗位晉升渠道狹窄、培訓(xùn)內(nèi)容形式單一、缺乏正負(fù)激勵(lì)機(jī)制保障、團(tuán)隊(duì)凝聚力有待加強(qiáng)等內(nèi)部管理問(wèn)題,并有針對(duì)性的提出暢通職業(yè)發(fā)展渠道、以員工需求為導(dǎo)向健全培訓(xùn)體系、建立正負(fù)激勵(lì)機(jī)制、營(yíng)造互相信任的企業(yè)文化的內(nèi)部管理提升對(duì)策。希望通過(guò)對(duì)S證券有限公司員工滿意度的研究,為其改善管理措施,提供一些思路和參考。本研究有利于進(jìn)一步驗(yàn)證和豐富員工滿意度理論研究體系,還可為我國(guó)證券公司人力資源管理實(shí)踐提供借鑒。
[Abstract]:Talent is the key to the competitiveness of enterprises. Nowadays, more and more enterprises realize this in the market competition system. To grab talent is to grab technology, and to retain talent is to promote development. The basic needs of the employees are satisfied, the career development is guaranteed, and the work mood and attitude will also have a positive effect. Strong work motivation will contribute to the improvement of corporate performance and the achievement of corporate strategy. Practice for many years has proved that employee satisfaction is positively related to enterprise performance. The introduction of employee satisfaction evaluation mechanism can help enterprises to find out the root of their daily work psychology and behavior, but also to detect the existing problems in enterprise management, and can be improved through the results of the evaluation. The evaluation mechanism of employee satisfaction is like a inoculation. Regular testing will help enterprises predict the trend of talent flow. S Securities Co., Ltd. has a large number of financial professionals. They have the characteristics of young age, high educational background, and high turnover rate. It is not only the backbone of capital market prosperity, but also the main competitive power of S Securities Co., Ltd. In order to stabilize the team of high-end talents and avoid the loss of professional talents, this paper takes S Securities Co., Ltd as the research background, applies the literature research method and questionnaire method to understand the actual situation of S Securities Co., Ltd. Combined with the results of the questionnaire, some staff representatives were interviewed in depth, and the results of the questionnaire were analyzed with SPSS software and factor analysis method, and the narrow channel of staff promotion in S Securities Co., Ltd. was analyzed. Training content form is single, lack of positive and negative incentive mechanism protection, team cohesion needs to be strengthened and other internal management issues, and targeted to put forward unblocked career development channels, staff demand oriented and improve the training system, Set up positive and negative incentive mechanism, build mutual trust enterprise culture internal management promotion countermeasure. Through the research on the employee satisfaction of S Securities Co., Ltd., we hope to provide some ideas and references for improving the management measures. This study is helpful to further verify and enrich the theoretical research system of employee satisfaction, and can also provide reference for the practice of human resource management of securities companies in China.
【學(xué)位授予單位】：廣西大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2017
【分類號(hào)】：F272.92;F832.39

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