本文關(guān)鍵詞：A互聯(lián)網(wǎng)企業(yè)離職問題研究　出處：《對外經(jīng)濟貿(mào)易大學》2017年碩士論文　論文類型：學位論文

  更多相關(guān)文章： 互聯(lián)網(wǎng)企業(yè) 離職 人力資源管理體系

【摘要】：隨著我國經(jīng)濟發(fā)展、社會進步以及產(chǎn)業(yè)創(chuàng)新等方面的進步與變化,互聯(lián)網(wǎng)發(fā)揮著不可忽視的作用,隨著互聯(lián)網(wǎng)用戶的不斷增加、互聯(lián)網(wǎng)市場規(guī)模的擴大,人們的生活越來越離不開互聯(lián)網(wǎng),傳統(tǒng)產(chǎn)業(yè)也加速和互聯(lián)網(wǎng)的融合,國際交流以及國際合作也隨著互聯(lián)網(wǎng)規(guī)模的擴大而日益密切,由此,互聯(lián)網(wǎng)的競爭力和影響力也得到持續(xù)提升。面對日趨激烈的競爭環(huán)境,互聯(lián)網(wǎng)企業(yè)內(nèi)部的人才培育對于企業(yè)提升人力資源的價值起到了至關(guān)重要的作用,同時也是提高企業(yè)核心競爭力的關(guān)鍵。本文選取了A互聯(lián)網(wǎng)企業(yè)作為研究對象,通過文獻研究法、個案分析法以及調(diào)查訪談法,嘗試對研究對象的離職現(xiàn)狀進行研究,發(fā)現(xiàn)A互聯(lián)網(wǎng)企業(yè)的人力資源管理體系并不健全,造成了近年來員工離職呈上升趨勢的情況。企業(yè)在發(fā)展,但企業(yè)的管理方式卻沒有與時俱進,仍然以守舊的方式管理員工,員工的工作積極性不能得到充分的調(diào)動,員工的職業(yè)發(fā)展也無人關(guān)注,因此A互聯(lián)網(wǎng)企業(yè)的人力資源管理體系的改革迫在眉睫。針對目前人力資源管理體系存在問題,找到人力資源管理體系中缺失的部分,提出改善人力資源管理體系的相關(guān)建議,從而改善A互聯(lián)網(wǎng)企業(yè)離職的狀況。人力資源管理體系的改善,要把握兩個方面,一方面是企業(yè)員工的流入端即新員工的招聘和培訓,另一方面也要守住企業(yè)員工的流出端即提出離職的員工的挽留和原因分析。同時兼顧人力資源管理體系中的在職員工培訓、薪酬福利制度改革,加強激勵力度,幫助員工建立職業(yè)生涯管理體系,完善和健全溝通制度,及時掌握員工的工作狀態(tài),根據(jù)獲取離職員工的各項數(shù)據(jù)進行全面的分析,以便企業(yè)能夠及時獲取信息并進行政策的調(diào)整。
[Abstract]:With the economic development, social progress and industrial innovation in China, the Internet plays an important role. With the continuous increase of Internet users, the scale of the Internet market is expanding. People's life is more and more inseparable from the Internet, traditional industries and the convergence of the Internet, international exchanges and international cooperation with the expansion of the scale of the Internet and increasingly close, thus. The competitiveness and influence of the Internet has been continuously enhanced. Facing the increasingly fierce competition environment, the cultivation of talents within Internet enterprises plays a vital role in enhancing the value of human resources. At the same time, it is also the key to improve the core competitiveness of enterprises. This paper selects A Internet enterprises as the research object, through literature research, case analysis and interviews. This paper tries to study the current situation of the turnover of the subjects, and finds that the human resource management system of the A Internet enterprise is not perfect, resulting in the upward trend of employee turnover in recent years. The enterprise is developing. However, the management of the enterprise has not kept pace with the times, still manage the staff in the old-fashioned way, the enthusiasm of the staff can not be fully mobilized, and the professional development of the staff is also unattended. Therefore, the reform of the human resource management system of A Internet enterprise is urgent. In view of the problems existing in the current human resources management system, the missing part of the human resources management system is found. To improve the human resources management system and improve the situation of A Internet enterprises to quit. The improvement of human resources management system, we should grasp two aspects. On the one hand, the inflow of enterprise staff, that is, the recruitment and training of new employees. On the other hand, it is necessary to keep the outflow end of the enterprise staff, that is, to propose the retention and cause analysis of the staff who leave the service. At the same time, we should also take into account the in-service staff training in the human resources management system, the reform of the compensation and welfare system, and the strengthening of incentives. Help employees to establish career management system, improve and improve communication system, timely grasp the working status of employees, according to obtain the data of staff to conduct a comprehensive analysis. So that enterprises can timely access to information and policy adjustments.
【學位授予單位】：對外經(jīng)濟貿(mào)易大學
【學位級別】：碩士
【學位授予年份】：2017
【分類號】：F272.92
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本文編號：1393358