本文選題：一線員工流失 + 員工滿意度　； 參考：《山東大學(xué)》2013年碩士論文

【摘要】：紡織業(yè)是山東省的支柱產(chǎn)業(yè)之一,歷史悠久,發(fā)展迅速。然而,在發(fā)展勢(shì)頭良好的情況下,一線員工的招聘問(wèn)題一直困擾著紡織企業(yè)的高層管理者,再加上紡織企業(yè)的一線員工的主動(dòng)離職率很大程度的超出了制造業(yè)一線員工的平均員工主動(dòng)離職率,導(dǎo)致紡織行業(yè)一線員工嚴(yán)重緊缺。這對(duì)于勞動(dòng)密集型的紡織業(yè)來(lái)說(shuō)是一個(gè)非常嚴(yán)峻的障礙,這不但對(duì)企業(yè)發(fā)展的穩(wěn)定性和可持續(xù)性造成了嚴(yán)重的影響,還會(huì)出現(xiàn)生產(chǎn)效率降低、招聘培訓(xùn)成本增加、產(chǎn)品質(zhì)量下降等諸多方面的問(wèn)題。因此,在競(jìng)爭(zhēng)日益激烈的今天,如何降低一線員工流失率成為紡織企業(yè)密切關(guān)注的課題。 本論文以山東HC紡織有限公司(以下簡(jiǎn)稱(chēng)HC公司)為背景,針對(duì)該公司目前存在的一線員工的流失問(wèn)題,通過(guò)對(duì)企業(yè)一線員工的滿意度問(wèn)卷調(diào)查,結(jié)合人力資源部門(mén)提供的離職面談?dòng)涗浐鸵央x職員工以及一線員工的直接管理者的個(gè)體訪談?dòng)涗?經(jīng)過(guò)數(shù)據(jù)整理與統(tǒng)計(jì),從企業(yè)外部因素、企業(yè)內(nèi)部因素和員工個(gè)人因素等方面分析導(dǎo)致公司一線員工流失的影響因素,結(jié)合相關(guān)的人力資源理論依據(jù),制定出適合該公司實(shí)際情況的一線員工流失的相應(yīng)對(duì)策。 本文分為六部分。第一部分為引言,簡(jiǎn)單介紹了該論文的研究背景、意義、思路與方法、結(jié)構(gòu)框架及創(chuàng)新點(diǎn)；第二部分是理論綜述,介紹了大量員工流失的相關(guān)概念、員工流失影響因素的國(guó)內(nèi)外研究現(xiàn)狀以及理論模型,是本文研究的理論基礎(chǔ)；第三部分主要介紹了HC公司及其一線員工的現(xiàn)狀,提出了公司一線員工流失嚴(yán)重的問(wèn)題,強(qiáng)調(diào)了一線員工流失對(duì)企業(yè)造成的負(fù)面影響；第四部分是通過(guò)對(duì)公司離職面談?dòng)涗�、員工滿意度調(diào)查問(wèn)卷、個(gè)體訪談等方式分析總結(jié)出一線員工過(guò)渡流失的原因；第五部分是針對(duì)分析出的一線員工流失原因,結(jié)合HC公司的實(shí)際情況提出了有針對(duì)性的解決對(duì)策；第六部分對(duì)本文進(jìn)行了總結(jié)。
[Abstract]:Textile industry is one of the pillar industries in Shandong Province, with a long history and rapid development.However, in the case of good development momentum, the recruitment of front-line staff has been puzzling the top management of textile enterprises.In addition, the rate of active turnover of the front-line workers in textile enterprises is much higher than the average rate of the first-line workers in the manufacturing industry, which leads to the serious shortage of front-line workers in the textile industry.This is a very serious obstacle to the labor-intensive textile industry, which not only has a serious impact on the stability and sustainability of enterprise development, but also leads to lower production efficiency and higher recruitment and training costs.Product quality decline and many other aspects of the problem.Therefore, in the increasingly fierce competition, how to reduce the rate of staff loss has become a topic that textile enterprises pay close attention to.In this paper, based on the background of Shandong HC Textile Co., Ltd. (hereinafter referred to as HC Company), aiming at the problem of the loss of front-line staff in the company, a questionnaire survey on the satisfaction of the first-line employees in the enterprise is carried out.Combined with the exit interview records provided by human resources department and the individual interview records of the direct managers of the former employees and the front-line employees, through data collation and statistics, from the external factors of the enterprise,The internal factors and personal factors of employees are analyzed in this paper. Combining with the relevant human resource theory basis, the corresponding countermeasures for the loss of front-line staff which are suitable for the actual situation of the company are worked out.This paper is divided into six parts.The first part is the introduction, briefly introduces the research background, significance, ideas and methods, structure framework and innovation points of the paper, the second part is a theoretical review, introduced a large number of staff turnover related concepts,The domestic and foreign research status and theoretical model of the influencing factors of employee turnover are the theoretical basis of this paper. The third part mainly introduces the current situation of HC company and its front-line staff, and puts forward the serious problem of first-line staff turnover.The fourth part is to analyze and summarize the reasons of the turnover of front-line staff through the exit interview record, employee satisfaction questionnaire, individual interview and so on.The fifth part is to analyze the reasons for the loss of front-line staff, combined with the actual situation of HC company to put forward targeted solutions; the sixth part of this paper is summarized.
【學(xué)位授予單位】：山東大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2013
【分類(lèi)號(hào)】：F272.92;F426.81

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本文編號(hào)：1741980