【摘要】：商場如戰(zhàn)場,而這中間最主要的戰(zhàn)斗力始終是——人。作為具有主觀能動性的創(chuàng)造者,企業(yè)的成敗也往往在“人”的一念之間,可想而知,人作為最重要的勞動要素,在生產(chǎn)經(jīng)營過程中舉足輕重的地位。如今,由于服裝等產(chǎn)能過剩,生產(chǎn)力紅利日漸減少,人力資源結(jié)構(gòu)面臨調(diào)整,對于勞動密集型的百貨商場而言,導購員是最主要的生力軍。作為傳統(tǒng)零售業(yè)態(tài)的代表百貨商場自九十年代市場經(jīng)濟快速發(fā)展而迅速擴張,時至今日,大部分百貨戰(zhàn)場依照慣有思維已經(jīng)舉步維艱,調(diào)整、改革、蛻變成為了主旋律,隨著“求變”的迫在眉睫,不少企業(yè)將整改重點放在的格局上,忽略了近年來日益暴露的人才培養(yǎng)和企業(yè)管理上的缺陷,員工尤其是導購員流失率飆升,同時又要與其他服務(wù)行業(yè)爭奪勞動力資源,導致幾年之間百貨行業(yè)出現(xiàn)巨大的人力資源缺口。本文基于導購員的特點,通過現(xiàn)有理論基礎(chǔ),并結(jié)合X百貨商場的實際情況,分析導購員流失的主要影響因素,并依據(jù)各因素的影響程度,提出相應(yīng)應(yīng)對措施與建議,以期能夠幫助企業(yè)在重大轉(zhuǎn)型期能夠有足夠的人力資源保障,降低員工流失率,使企業(yè)在突破與重生的關(guān)鍵環(huán)節(jié)沒有后顧之憂。與此同時,也希望能為有相似困境的同類企業(yè)提供一定的理論支持與對策借鑒,幫助同類企業(yè)一起走出人力資源供需倒掛的陣痛。X百貨商場作為寧波的一家本土百貨公司,自2001年創(chuàng)立以來,歷經(jīng)創(chuàng)業(yè)初期的困難,高速發(fā)展的喜悅,卻在公司正輝煌時突然發(fā)生經(jīng)營場地續(xù)租擱淺,歷經(jīng)半年談判后,于2009年底重裝開業(yè)。但自2009年以來,導購員流失率逐年上升,本文以流失的導購員為研究對象,通過對近五年來導購員流失人數(shù)統(tǒng)計,及對近半年來流失導購員作問卷調(diào)查及個別訪談,分析了導購員流失對企業(yè)和對個人分別造成的影響,并對流失員工的人口學特點及流失的主要原因作了統(tǒng)計與分析,得出流失員工中20-30歲的員工占多數(shù)、未婚比已婚流失率更高、外來務(wù)工比本地戶籍流失率更高、在X百貨商廈工作時間長短對導購員流失影響不明顯等結(jié)論,而流失原因中排在前面的依次分別為薪資待遇、尋求更好的發(fā)展機會、溝通障礙、缺乏文化活動等。最后,本文從得出的導購員流失的主要原因出發(fā),依據(jù)人力資源管理理論與方法提出完善現(xiàn)有薪酬機制、打通內(nèi)部晉升渠道,為員工發(fā)展搭建平臺、擴展溝通渠道,倡導多維度溝通空間、加強文化活動建設(shè)、完善招聘機制、廣納賢才,儲備優(yōu)秀力量等相應(yīng)的改進措施和具體辦法,為X百貨商場實施戰(zhàn)略性人力資源管理作出貢獻。
[Abstract]:Shopping malls are like battlefields, and the main fighting power in the middle is always-people. As the creators with subjective initiative, the success or failure of an enterprise is often between the thoughts of "man". It is conceivable that, as the most important factor of labor, man plays an important role in the process of production and management. Today, due to overcapacity, such as clothing, reduced productivity dividends, human resources structure is facing adjustment, for labor-intensive department stores, purchasing guides are the main force. As the representative of the traditional retail business, the department store has expanded rapidly since the rapid development of the market economy in the 1990s. Up to now, most of the department stores have been struggling to adjust, reform, and transform into the main melody in accordance with the customary thinking. With the imminent need for change, many enterprises focus on the pattern of rectification and reform, ignoring the defects in talent training and enterprise management that have been exposed increasingly in recent years, and the turnover rate of employees, especially purchasing guides, has skyrocketed. At the same time, it is necessary to compete with other service industries for labor resources, resulting in a huge human resource gap in the department store industry within a few years. Based on the characteristics of the purchasing guides, through the existing theoretical basis and combined with the actual situation of the X department store, this paper analyzes the main influencing factors of the turnover of the purchasing guides, and puts forward the corresponding countermeasures and suggestions according to the influence degree of each factor. In order to help enterprises in the major transformation period can have sufficient human resources guarantee, reduce staff turnover rate, so that enterprises in the breakthrough and rebirth of the key link without worry. At the same time, it is also hoped that it can provide some theoretical support and countermeasures for similar enterprises with similar difficulties, and help similar enterprises to step out of the throes of inverted supply and demand of human resources together. X Department Store, as a local department store in Ningbo, Since its founding in 2001, after the initial difficulties of the start-up, the joy of high-speed development, but in the company is brilliant suddenly happened to continue to rent aground, after half a year of negotiations, re-opened at the end of 2009. However, since 2009, the turnover rate of purchasing guides has been increasing year by year. This paper takes the lost guides as the object of study, through the statistics of the number of lost guides in the past five years, and through the questionnaire survey and individual interviews of the lost guides in the past six months. This paper analyzes the influence of the turnover of purchasing guides on enterprises and individuals respectively, and makes statistics and analysis on the demography characteristics of the lost employees and the main causes of the wastage. It is concluded that the majority of the 20-30-year-old lost employees are in the majority. The turnover rate of unmarried workers is higher than that of married workers, and the turnover rate of migrant workers is higher than that of local households. The effect of working hours in X department stores on the turnover of guide buyers is not obvious, and the reasons for the loss are salary and treatment respectively in the order of loss. Seek better development opportunities, communication barriers, lack of cultural activities, etc. Finally, starting from the main reasons of the loss of purchasing guides, this paper proposes to perfect the existing salary mechanism according to the theory and method of human resources management, open up the internal promotion channels, build a platform for the development of employees, and expand the communication channels. To promote multi-dimensional communication space, strengthen the construction of cultural activities, improve the recruitment mechanism, recruit talents, reserve excellent strength and other corresponding improvement measures and concrete measures to contribute to the implementation of strategic human resources management in X department stores.
【學位授予單位】：寧波大學
【學位級別】：碩士
【學位授予年份】：2015
【分類號】：F272.92;F721.7

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本文編號：2447088