本文選題：人力資源 + 工作滿意度　； 參考：《華東理工大學(xué)》2015年碩士論文

【摘要】：上世紀(jì)80年代開始,在全球經(jīng)濟(jì)的復(fù)蘇與發(fā)展的帶領(lǐng)下,中國經(jīng)濟(jì)也進(jìn)入了快速發(fā)展時期,中國與世界各國的經(jīng)濟(jì)、文化交流也愈來愈密切。機(jī)場作為人員交流、貨物運輸?shù)闹匾獏^(qū)域,商業(yè)價值逐步體現(xiàn),商業(yè)服務(wù)公司也于90年代應(yīng)運而生。 經(jīng)過十幾年的快速發(fā)展,上海機(jī)場S商業(yè)服務(wù)公司進(jìn)入了穩(wěn)定發(fā)展時期,公司戰(zhàn)略也作了相應(yīng)的調(diào)整,由外部擴(kuò)張轉(zhuǎn)向內(nèi)部經(jīng)營管理,著手解決人力資源呈現(xiàn)出的員工工作積極性不高,離職率持續(xù)增長等現(xiàn)象。本文通過對員工工作滿意度的調(diào)查,了解到現(xiàn)階段人力資源管理存在的問題,分析產(chǎn)生這些問題的根本原因,尋求解決問題的方式方法。 為了解決S商業(yè)服務(wù)公司的員工高流失率問題,本文作者運用赫茲伯格雙因素理論知識,提出了基于保健因素的管理建議,以保證員工不因為保健因素的缺乏而產(chǎn)生工作不滿意感。同時,提出了基于激勵因素的管理策略,確保激勵因素得以實現(xiàn)而讓員工產(chǎn)生工作滿意感。最后,借助保健因素與激勵因素的有效結(jié)合與轉(zhuǎn)化,進(jìn)一步提出員工保留策略,以保證各項措施有效達(dá)成。
[Abstract]:Since the 1980s, under the leadership of global economic recovery and development, China's economy has also entered a period of rapid development, and the economic and cultural exchanges between China and the rest of the world have become closer and closer. Airport as an important area of personnel exchange, cargo transportation, commercial value gradually reflected, commercial service companies came into being in the 1990s. After more than ten years of rapid development, Shanghai Airport S Commercial Services Company has entered a period of stable development, and the company strategy has also been adjusted accordingly, from external expansion to internal management. Take action to solve the phenomenon that the employee's enthusiasm is not high and the turnover rate continues to increase. Based on the investigation of employee's job satisfaction, this paper finds out the problems existing in human resource management at present, analyzes the root causes of these problems, and looks for ways and means to solve the problems. In order to solve the problem of high turnover rate of employees in S Business Services Company, the author uses Herzberg's dual factor theory knowledge and puts forward management suggestions based on health care factors. To ensure that employees do not feel dissatisfied with their work because of lack of health care. At the same time, the management strategy based on incentive factors is put forward to ensure that incentive factors can be realized so that employees can have job satisfaction. Finally, with the help of the effective combination and transformation of health care factors and incentive factors, the employee retention strategy is put forward to ensure the effective implementation of various measures.
【學(xué)位授予單位】：華東理工大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2015
【分類號】：F272.92;F721

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