【摘要】：近年來，隨著中國市場的資源、人力、環(huán)境成本的升高，中國的制造業(yè)無論在低端和高端領(lǐng)域都出現(xiàn)了外遷的現(xiàn)象，我國制造業(yè)在高速發(fā)展后面臨競爭力下降，競爭力指企業(yè)的核心競爭力，企業(yè)的核心競爭力源于人才競爭及人才在企業(yè)發(fā)揮作用。企業(yè)只有擁有價值的人才，并且使人才能夠持續(xù)為企業(yè)貢獻自己的最大力量才能使企業(yè)保持有力的競爭力并持續(xù)穩(wěn)定的發(fā)展，如何使用有價值的人才穩(wěn)定并持續(xù)發(fā)揮最大或應(yīng)有的作用成為企業(yè)管理尤其是人力資源管理的核心問題，面對21世紀以80，90后為主要的管理對象，在這個信息爆炸和快速傳播的時代，如何留住人才并發(fā)揮人才的價值關(guān)鍵在于提高員工的滿意度和忠誠度,這成為現(xiàn)代企業(yè)急需解決的重要問題。 本文通過對相關(guān)文獻的研究基礎(chǔ)上，通過查問公司滿意度調(diào)查和分析告，員工離職和心態(tài)訪談相關(guān)資料，參考了明尼蘇達滿意度長量表（MSQ），設(shè)計RGZ公司的談問題和滿意度調(diào)查問卷。通過訪談和調(diào)查問卷的方法收集員工滿意度信息，，應(yīng)用SPSS、EXECL軟件從薪酬福利、公司發(fā)展前景、個人發(fā)展、績效考評、企業(yè)文化、管理制度及領(lǐng)導(dǎo)六個維度對RGZ公司員工滿意度進行回歸分析，找出影響RGZ公司員工滿意度的兩個最要因素是員工對公司的發(fā)展前景影響信心不足和處于骨干地位基層管理類員工的滿意度特別低，并針對這些影響因素提出了提升員工滿意度的措施和建議。 本文通過對員工滿意度的理論研究與實踐探討，為RGZ公司在員工滿意度提升方面提供一些借鑒，以提升企業(yè)效益。
[Abstract]:In recent years, with the increase of resources, manpower and environmental costs in China's market, the Chinese manufacturing industry is facing a decline in competitiveness, both at the low end and at the high end. Competitiveness refers to the core competence of an enterprise, which originates from the competition of talents and the role of talents in the enterprise. Enterprises only have the value of talent, and make the talents can continue to contribute their greatest strength to enable enterprises to maintain a strong competitiveness and sustained and stable development, How to make use of the valuable talents stably and continue to play the biggest or the due role becomes the core problem of the enterprise management, especially the human resources management. Facing the 21st century, the 80,90th generation is the main management object. In this era of information explosion and rapid dissemination, how to retain talents and give full play to the value of talent lies in improving the satisfaction and loyalty of employees, which has become an important problem to be solved urgently in modern enterprises. Based on the research of relevant literature, this paper refers to the Minnesota long satisfaction scale (MSQ),) by asking company satisfaction survey and analysis, employee turnover and psychology interview. Design the questionnaire of RGZ Company's discussion problem and satisfaction. Through interviews and questionnaires to collect employee satisfaction information, the application of SPSS,EXECL software from salary and welfare, company development prospects, personal development, performance evaluation, corporate culture, Six dimensions of management system and leadership were used to analyze the employee satisfaction of RGZ Company. To find out the two most important factors that affect the employee satisfaction of RGZ company are the lack of confidence in the development prospects of the company and the extremely low satisfaction degree of the grass-roots management staff in the backbone position. Measures and suggestions to improve employee satisfaction are put forward in view of these influencing factors. Through the theoretical research and practical discussion of employee satisfaction, this paper provides some references for RGZ Company in improving employee satisfaction, in order to improve the efficiency of enterprises.
【學(xué)位授予單位】：華南理工大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2013
【分類號】：F272.92;F426

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