發(fā)布時間：2018-04-15 14:43

  本文選題：臺資企業(yè) + 科技轉(zhuǎn)型��； 參考：《天津大學(xué)》2014年碩士論文

【摘要】：21世紀(jì)的中國正處在從農(nóng)業(yè)社會向工業(yè)社會和信息化社會轉(zhuǎn)型的關(guān)鍵階段，產(chǎn)業(yè)結(jié)構(gòu)面臨著全面轉(zhuǎn)型與升級，傳統(tǒng)制造業(yè)面臨著巨大的機(jī)會與挑戰(zhàn)。人才成為企業(yè)轉(zhuǎn)型升級的核心競爭力，一場人才爭奪大戰(zhàn)正在全球范圍內(nèi)展開。 F公司作為一家正在處于從制造向設(shè)計轉(zhuǎn)型的大型臺資電子制造企業(yè)，近年來深受眾多人才負(fù)面事件的影響，優(yōu)秀人才大量流出，社會關(guān)注度不斷提升，人才問題已經(jīng)成為制約F公司生存與發(fā)展的關(guān)鍵問題，也成為其管理者迫切需要解決的問題。本文通過對國內(nèi)外人才的研究成果及相關(guān)人才流失基本理論和人才激勵相關(guān)理論進(jìn)行歸納，總結(jié)人才流失原因的主要影響因素，并通過相關(guān)人才流失理論與人才激勵理論的指引，結(jié)合F公司的人力資源現(xiàn)狀進(jìn)行調(diào)研分析，經(jīng)過大量理論研究和實證分析，從宏觀、微觀及個人角度探索導(dǎo)致該公司人才尤其是優(yōu)秀人才流失的根本原因，梳理出人才流失的主要影響因素。針對F公司的人才流失主要原因，根據(jù)人力資源管理的相關(guān)原則，提出了調(diào)整轉(zhuǎn)型期的人才策略、構(gòu)建順暢的職業(yè)發(fā)展通道、提高差異化的薪酬競爭力、改善企業(yè)的軟件與硬件環(huán)境、加強(qiáng)對員工的關(guān)愛、推進(jìn)人才本地化等方面的應(yīng)對措施。 為了厘清大型電子制造企業(yè)人才流動的特征，，作者進(jìn)行了大量思考與探索，以期找到企業(yè)人才流失的根本原因，在此過程中不斷嘗試性地運用了人才流失與人才激勵相關(guān)的方法和理論，用以分析F公司人才流失的原因并研究相應(yīng)對策。通過對F公司人才流失原因與對策的分析研究，為正處于從制造向設(shè)計轉(zhuǎn)型背景下的制造企業(yè)的人力資源管理提供有益的參考和借鑒。
[Abstract]:In the 21st century, China is in the crucial stage of transition from agricultural society to industrial society and information society. The industrial structure is facing a comprehensive transformation and upgrading, and the traditional manufacturing industry is facing enormous opportunities and challenges.Talent has become the core competitiveness of enterprise transformation and upgrading.As a large Taiwan-funded electronic manufacturing enterprise in the process of transition from manufacturing to design, company F has been deeply influenced by many negative events of talents in recent years, with a large number of outstanding talents flowing out, and the degree of social concern is constantly rising.The problem of talents has become the key problem that restricts the survival and development of F Company, and it is also an urgent problem to be solved by its managers.This paper summarizes the main influencing factors of brain drain by summarizing the basic theory of talent loss and the relevant theories of talent drain at home and abroad.And through the guidance of the theory of brain drain and the theory of talent incentive, combined with the current situation of human resources of company F, through a large number of theoretical research and empirical analysis, from the macro,The microcosmic and personal point of view explores the root causes of the brain drain of the company, especially the excellent talents, and combs out the main influencing factors of the brain drain.According to the related principles of human resource management, this paper puts forward the adjustment of talent strategy in the transition period, constructs a smooth career development channel, and improves the competitive power of different salary according to the main reasons of the brain drain in F Company.Improve the software and hardware environment, strengthen the staff care, promote talent localization and other measures.In order to clarify the characteristics of talent flow in large electronic manufacturing enterprises, the author has carried out a lot of thinking and exploration in order to find out the root cause of the brain drain in enterprises.In this process, the author tries to use the methods and theories related to the brain drain and talent motivation to analyze the causes of the brain drain in F Company and to study the corresponding countermeasures.Through the analysis and research on the causes and countermeasures of the brain drain in F Company, this paper provides a useful reference for the human resource management of manufacturing enterprises under the background of transition from manufacturing to design.
【學(xué)位授予單位】：天津大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2014
【分類號】：F272.92;F426.63

【共引文獻(xiàn)】

相關(guān)期刊論文 前4條

1 羅春林;;戰(zhàn)略人力資源管理——模型研究[J];經(jīng)營管理者;2015年07期

2 徐楠楠;劉建平;胡晨光;;基于全生命周期的高校人力資源管理系統(tǒng)建設(shè)[J];計算機(jī)系統(tǒng)應(yīng)用;2015年08期

3 黃森林;;企業(yè)戰(zhàn)略型人力資源管理的創(chuàng)新研究[J];中外企業(yè)家;2015年27期

4 吉祥U

本文編號：1754555