本文選題：人力資源保留 + 員工敬業(yè)度　； 參考：《復(fù)旦大學(xué)》2014年碩士論文

【摘要】：三年前在富士康發(fā)生的員工接連跳樓輕生的事件雖然已經(jīng)逐漸淡出了公眾的視線,但事件本身,除了其觸目驚心的“十四連跳”外,其背后蘊含著的制造業(yè)企業(yè)流水線操作工人的管理問題卻依然是非常值得人力資源管理從業(yè)者去思考和研究的。本文基于我國珠三角地區(qū)電子設(shè)備制造業(yè)長期以來流水線操作工人管理缺失、員工滿意度低、流動率高的問題,通過對珠海一家典型的制造型企業(yè)的工廠進(jìn)行實地調(diào)研,旨在深入探尋影響我國珠三角地區(qū)電子設(shè)備制造業(yè)現(xiàn)行的員工敬業(yè)度及保留方式的各項因素。大量的行業(yè)現(xiàn)狀報告、文獻(xiàn)和調(diào)研的結(jié)果都顯示：在我國珠三角地區(qū)電子設(shè)備制造業(yè)企業(yè)中,相對于企業(yè)中的知識型員工,占員工人口絕大多數(shù)的流水線操作工人普遍有著高流動率、低敬業(yè)度的顯著特征。雖然企業(yè)的管理層已經(jīng)意識到了由此特性帶來的一系列企業(yè)運營問題和潛在風(fēng)險,但現(xiàn)實中的諸多因素都令多數(shù)企業(yè)不愿也不能在短時間內(nèi)根本性地解決人員頻繁流動的問題。在這一現(xiàn)實情況下,“電子設(shè)備制造業(yè)企業(yè)人力資源部門應(yīng)該如何看待和管理流水線操作工人”、“企業(yè)如何在有限成本投入的基礎(chǔ)上獲得更高的員工敬業(yè)度”、“員工除了收入、工作環(huán)境等顯性因素以外是否還有的其他離職原因”將作為主要的切入點成為本次調(diào)研項目的核心內(nèi)容。具體調(diào)研過程主要分為以下三個階段：首先,通過人力資源理論及我國制造業(yè)的宏觀現(xiàn)狀,明確企業(yè)中影響員工穩(wěn)定性和敬業(yè)度的核心相關(guān)因素.其次,通過定性和定量的研究方法,了解參與調(diào)研的珠海一家典型的電子設(shè)備制造業(yè)企業(yè)的員工離職原因、敬業(yè)度、滿意度現(xiàn)狀及企業(yè)人力資源部門和管理層的人力資源管理方法。最后,通過對問卷、訪談的匯總統(tǒng)計,歸納總結(jié)了調(diào)研發(fā)現(xiàn)并在此基礎(chǔ)上提出了關(guān)于珠三角地區(qū)電子設(shè)備制造業(yè)企業(yè)流水線操作工人管理的意見和建議。
[Abstract]:Although the incident that occurred at Foxconn three years ago in which employees jumped from buildings and killed themselves has gradually faded out of the public eye, the incident itself, in addition to its shocking "fourteen leaps," Behind it, the management of assembly line workers in manufacturing enterprises is still worthy of human resource management practitioners to think about and study. Based on the problems of lacking management of assembly line operators, low employee satisfaction and high turnover rate in the electronic equipment manufacturing industry in the Pearl River Delta region, this paper conducts a field investigation on a typical manufacturing factory in Zhuhai. The purpose of this paper is to explore the factors that affect the current employee engagement and retention in the electronic equipment manufacturing industry in the Pearl River Delta region. A large number of industry status reports, literature and research results show that in the electronic equipment manufacturing enterprises in the Pearl River Delta region, compared with the knowledge workers in the enterprises, The assembly line workers, who make up the majority of the workforce, generally have the characteristics of high turnover rate and low engagement. Although the management of enterprises has realized a series of operational problems and potential risks brought about by this characteristic, many factors in reality make most enterprises unwilling and unable to fundamentally solve the problem of frequent turnover of personnel in a short time. In this realistic situation, "how should the human resources department of the electronic equipment manufacturing enterprise treat and manage the assembly line operator" and "how to obtain higher employee engagement on the basis of limited cost input", "whether there are other reasons for employees leaving their jobs in addition to the dominant factors such as income, work environment and so on" will be the core of this research project as the main entry point. The specific investigation process is divided into the following three stages: firstly, through the theory of human resources and the macro situation of manufacturing industry in China, the core related factors affecting employee stability and engagement in enterprises are clarified. Secondly, through qualitative and quantitative research methods, to understand the causes of employee turnover, engagement and participation in a typical electronic equipment manufacturing enterprise in Zhuhai. Satisfaction status and HR management methods of HR department and management. Finally, through the summary of questionnaire and interview, the author summarizes the findings and puts forward some suggestions on the management of assembly line workers in electronic equipment manufacturing enterprises in the Pearl River Delta region.
【學(xué)位授予單位】：復(fù)旦大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2014
【分類號】：F272.92;F426.63
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本文編號：2064910