本文關(guān)鍵詞：麥德美番禺公司知識型員工忠誠度研究　出處：《蘭州大學(xué)》2013年碩士論文　論文類型：學(xué)位論文

  更多相關(guān)文章： 知識型員工 忠誠度 ABC分類

【摘要】：進(jìn)入二十一世紀(jì)以來,科技迅猛發(fā)展,人類已經(jīng)進(jìn)入全新的知識經(jīng)濟(jì)時(shí)代,知識創(chuàng)造財(cái)富,那些擁有知識并運(yùn)用知識進(jìn)行創(chuàng)新性工作的知識型員工已經(jīng)成為企業(yè)獲得和保持競爭優(yōu)勢的重要資源之一。知識型員工具有較高的綜合素質(zhì),自主性強(qiáng),自我實(shí)現(xiàn)的愿望強(qiáng)烈,流動性大,工作過程難以監(jiān)控以及工作成果不易評價(jià)的特點(diǎn),如何加強(qiáng)對知識型員工管理并提升其忠誠度,是目前企業(yè)人事部門管理的難點(diǎn),也是人力資源管理專家、學(xué)者研究的重點(diǎn)�，F(xiàn)有對知識型員工忠誠度的研究,主要是以降低員工離職率為目標(biāo),不重視對知識型員工的分類管理,因此知識型員工忠誠度維護(hù)成本較高。 本文通過總結(jié)前人研究員工忠誠度、知識型員工特征以及知識型員工忠誠度的影響因素的基礎(chǔ)上,結(jié)合心理契約理論,總結(jié)出影響知識型員工忠誠度的企業(yè)組織因素有工作本身、工作環(huán)境、工作回報(bào)、企業(yè)文化及員工發(fā)展五個方面,并提出了基于以上影響因素的知識型員工忠誠度管理模型。通過對麥德美番禺公司的知識型員工忠誠度的實(shí)證調(diào)查研究,得出該公司在工作環(huán)境、工作回報(bào)、企業(yè)文化及員工發(fā)展方面,知識型員工評價(jià)較低,因此提出了從人力資源管理機(jī)制、薪酬激勵策略、員工職業(yè)生涯發(fā)展以及企業(yè)文化四個方面提升知識型員工忠誠度的措施和方案,并引入ABC分類管理方法,對知識型員工進(jìn)行分類管理,設(shè)定不同的忠誠度管理目標(biāo)：即提高A類核心關(guān)鍵的知識型員工忠誠度,促進(jìn)B類知識型員工的合理流動,對C類知識型員工實(shí)行優(yōu)勝劣汰,從而降低企業(yè)人力資源成本,提升企業(yè)活力,增強(qiáng)企業(yè)的核心競爭力。
[Abstract]:Since 21th century, with the rapid development of science and technology, mankind has entered a new era of knowledge economy, knowledge creates wealth. Knowledge workers who have knowledge and use knowledge for innovative work have become one of the important resources for enterprises to obtain and maintain competitive advantage. Knowledge workers have higher comprehensive quality and strong autonomy. The desire of self-realization is strong, the mobility is large, the work process is difficult to monitor and the work results are not easy to evaluate, how to strengthen the management of the knowledge workers and enhance their loyalty. It is the difficult point of enterprise personnel department management at present, and is also the focus of human resource management experts and scholars. The existing research on the loyalty of knowledge workers is mainly aimed at reducing employee turnover rate. Do not attach importance to the classified management of knowledge workers, so the maintenance cost of loyalty of knowledge workers is high. On the basis of summarizing the factors influencing employee loyalty, knowledge employee characteristics and knowledge employee loyalty, this paper combines the theory of psychological contract. The organizational factors affecting the loyalty of knowledge workers are summarized in five aspects: work itself, work environment, work return, corporate culture and employee development. Based on the above factors, this paper puts forward the knowledge employee loyalty management model. Through the empirical investigation and research on the loyalty of the knowledge workers of MIDM Panyu Company, the paper draws the conclusion that the company is in the working environment and working reward. In terms of enterprise culture and staff development, the evaluation of knowledge workers is low, so the paper puts forward the human resource management mechanism and salary incentive strategy. Staff career development and corporate culture to enhance the loyalty of knowledge workers measures and programs, and the introduction of ABC classification management method, knowledge workers classified management. Set different loyalty management objectives: improve the loyalty of the key knowledge workers of category A, promote the reasonable flow of class B knowledge workers, and carry out the survival of the fittest for the C type knowledge workers. In order to reduce the cost of human resources, enhance the vitality of enterprises, enhance the core competitiveness of enterprises.
【學(xué)位授予單位】：蘭州大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2013
【分類號】：F272.92;F416.72

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